M Hotel Recruitment Research

With the continuous development of the global economy and the continuous improvement of people's living standards,the hotel industry has shown a thriving scene.According to the forecast made by the World Tourism Organization:China will become the world's largest tourist destination by 2020,and Chinese hotels market will also have broad prospects.Since China's reform and opening up,world-renowned hotel management brands have entered China one after another.The hotel industry has suffered a certain amount of impact,the competitive environment has become increasingly severe,and the importance of talent elements has become increasingly prominent.Talent has become a key battlefield for modern enterprise competition.According to the data of China's human capital research released by the world-renowned human resources information company Aon Hewitt,the average turnover rate of employees in various industries in China is 20.8%,while the average turnover rate in the hotel industry is as high as 43.4%,ranking first.At the same time,the service-oriented industry is a labor-intensive industry.The products and services provided by the hotel itself need to be provided and completed by the employees.Each time they come in contact with the guests,they are the process of providing services.This requires the hotel's employees to have good professional qualities,service experience and skills in order to ensure the establishment and maintenance of the hotel brand trust and recruitment is particularly important.This article is based on researches on psychological contract theory,person-organization fit theory,information asymmetry theory,career planning theory and other literature.From the perspective of psychological contract,M hotel is used as a case study object,through a series of processes in the company's recruitment process.The research was conducted in conjunction with the operation,combined with the research results of the psychological contract theory in recruitment practice,and the combination of hotel recruitment and psychological contract theory to optimize the existing recruitment system,attract suitable talents,improve recruitment efficiency,and improve the recruitment process.At the same time,it has important reference value for the competitive advantage of the increasingly competitive hotel industry and becomes a solid foundation for the hotel to achieve its business objectives and continuously development.