Research Of Management On New Generation Employees Of Nantong IHG Hotel

With the post-90 s generation entering the employment market,the proportion of the new generation of employees is increasing in hotel as a labor-intensive industry.Under the background of high staff turnover rate and increasingly difficult recruitment,the theory and application of psychological contract in hotel human resources management has a broad prospect.In this paper,the new generation employees of Nantong IHG Hotel are taken as the research objects including 183 new generation employees born from 1990 to 1999.From the perspective of psychological contract,this paper studies the new generation of employees in Nantong IHG Hotel.This paper attempts to probe into the problems existing in the management of the new generation of hotel staff and put forward some countermeasures,in order to help the human resources management maintain the psychological contract well of the new generation of staff in the hotel.Moreover,the paper aims to improve employee satisfaction and reduce staff wastage rate.The author uses the method of interview and questionnaire to send 183 questionnaires,and 156 valid questionnaires are recovered.Through the analysis of demographics,the following results were obtained: 1)gender had statistical difference in relation dimension and system dimension,male score was higher than female.2)In different family sibling number,in transaction dimension,development dimension,male score was higher than female.The relationship dimension and the system dimension are not statistically significant.3)There are significant differences in the development dimension,and the transaction dimension and the development dimension are the highest in the north of Jiangsu Province.Other provinces are the lowest.Based on the interviews and questionnaires of Nantong IHG Hotel,this paper draws the following conclusions: first,on the aspect of transaction dimension of psychological contract: to improve the compensation,welfare and performance appraisal system,to build an effective incentive mechanism,coordinate relationship between work and life,etc.Second,on the aspect of the relationship dimension: establish good communication mechanism,establish people-oriented hotel culture,create a harmonious interpersonal environment,improve the management level of supervisors,etc.Third,on the aspect of development dimension: design internal incentive training content,open internal promotion channels,provide job rotation opportunities.Fourth: on the aspect of system dimension: regulate overtime system,improve other unreasonable system and so on.Of course,there are still shortcomings in this paper.First of all,the content of the study is not comprehensive enough.Secondly,the sample number of empirical research in this paper is limited.Finally,there is no breakthrough in research methods and tools.