An Empirical Research On Staff Turnover Based On Huayu Resort&Spa Yalongbay Sanya

According to international practice,the most suitable turnover rate is 8% in the hospitality industry, but in Hainan that has reached to 30% on average; some hotels even more than 45%.At present,Sanya has become a city which has most starred hotels in China,but normally suffer high employee turnover problem in a long-term, high employee turnover has become an important restriction factor to Sanya hotel industry development and promotion of international tourism island construction development strategy. Huayu Resort& Spa Yalong Bay opening time has more than 10 years. In this period, has a huge change,from the management of Intercontinental Hotels Group change into their proprietor management. At the same time, must face a problem of talent competition between many international well-known brand hotels in Yalong Bay,and a large number of new hotels in Haitang Bay. In the process, the problem of employee turnover has become the main difficult problem which affects the normal operation of the enterprise.This thesis mainly includes six parts, respectively are, introduction; the main theories review of domestic and overseas about staff turnover; employee turnover status quo of enterprise; investigate and analysis the reasons of employee turnover; suggestion of solve employee turnover problem; basic conclusion.First of all this thesis review of the relevant literature review and theory at staff turnover problems, at the same time analysis of the staff turnover background for Sanya hotel industry.On this basis,deeply research the Huayu Resort & Spa Yalong Bay Sanya employee turnover problem and behavior decision. This thesis shows that at present the enterprise staffs turnover problem has been seriously affect normal operation of hotel management work, points out the existing problems are mainly concentrated in the aspects of high staff turnover perennial, senior management personnel turnover ratio on the high level and low level staff turnover too fast, and specific explanation because of staff turnover problems brought a series of negative effects, including the increased cost of hotel management,service quality is not stable,the loss of customers and the brand image of damage. At the same time, through the form of questionnaire to investigate the on-the-job personnel,combined with an analysis of the telephone resaech the reasons of the loss of the staff. We can see the reasons are mainly concentrated in compensation,corporate identity,team cohesion, incentive system, career planning, communication and personal career development, etc., and puts forward the Suggestions to solve the problem, proposed by strengthening enterprise culture propaganda and team building, improve the management of salary incentive system,improve staff career planning and management, strengthen the communication system,provide employees a competitive salary. Through the study of this thesis can not only to make the hotel managers to focus on the turnover behavior, is more conducive to them to provide targeted suggestions, safeguard the overall benefit of the hotel,to protect the health and the rapid development of the hotel.