Study On Human Resource Management Of Economy Hotels In Chengdu

With the continuous improvement of Chengdu's economic value and the rapid development of Chengdu's tourism industry,the economical hotel industry has developed rapidly.But at the same time of the development of budget hotels,the problem of staff turnover has become one of the difficult problems for managers.For budget hotels,having a stable and high-quality staff team is an important guarantee for them to win the competitive advantage.However,in the existing research on hotel employee satisfaction,most of the studies are only focused on star hotels,and pay little attention to budget hotels.And many budget hotels in the process of operation and management,generally focus on the external customer evaluation,ignoring the attention of the enterprise's internal staff,so that there are some defects in the human resource management of staff.Therefore,starting from the employee satisfaction of budget hotels,this paper explores what aspects can be improved and optimized in the human resource management of hotel employees.This paper summarized the related literature and theory of employee satisfaction,secondly by reading literature and field interviews to understand the current Chengdu economy hotel staff of human resource management in terms of recruitment,training,compensation and motivation to do less than,employee satisfaction is low,and then through the way of questionnaire,investigation and research of Chengdu several economy hotels in the present state of job satisfaction in terms of employees,combined with the literature content extracted six factors affecting employee satisfaction: Recruitment process,working environment,interpersonal,remuneration and benefits,training and promotion and the work itself,using the regression analysis to calculate the impact of these factors on employee satisfaction degree,the recruitment process,remuneration and benefits,training and promotion and the work itself four factors have high correlation with employee satisfaction,two other factors are eliminated due to was not significant,finally aimed at these factors corresponding to the staff of human resources management in the related links on the basis of the appropriate advice to improve employee satisfaction and optimize enterprise human resource management.