Research On The Loss Of Grassroots Personnel Of M Hotel Group

The hotel industry is a labor-intensive industry,and grass-roots employees are very important to the overall labor structure of the hotel.At present,affected by the industry environment and human operation costs,the loss of grass-roots employees in the hotel industry is serious,which has become one of the problems that the hotel industry needs to face.Taking M hotel group as the research object,this paper focuses on the front-line employees(grass-roots managers and grass-roots employees)in each store,and finds out the root cause of personnel turnover by analyzing the reasons for the resignation of resigned employees.Combined with the development characteristics and actual situation of M Hotel,this paper puts forward relatively effective countermeasures and risk prevention suggestions for the human resource management of M Hotel,hoping to reduce the turnover rate of M hotel employees,create a new social Hotel model and promote the better development of M hotel.Firstly,this paper introduces the research background,significance and the conceptual theory designed by the Research Institute,investigates the loss of M hotel by using the methods of questionnaire and interview,and summarizes the specific reasons for the loss of enterprise personnel by using the combination of literature analysis and quantitative analysis.The survey found that the main reasons for the loss of grass-roots front-line employees of M hotel group are: the increase of external opportunities and the change of macro policies,different personal values,low salary level,inadequate staff training and small promotion opportunities.Based on these problems,this paper gives the countermeasures to solve the loss of grass-roots employees.First of all,the establishment of a scientific salary,promotion and welfare system is the specific aspects of the enterprise.Secondly,in terms of corporate humanistic care,strengthen the construction of corporate humanistic culture in the development stage,including corporate culture,professional identity,communication mechanism and employee pressure.Finally,establish a social management platform for employees returning to the company and strengthen the risk transmission mechanism for employees leaving the company.Through a series of targeted solutions,it is expected to reduce the turnover rate of M hotel employees,to reduce the waste of turnover costs and human costs caused by employee turnover,increase the investment value conversion during the operation period of the enterprise,and provide a strong human resource advantage for the enterprise to compete in the industry.