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就目前现状来看,大多数本土星级酒店人力资源管理思想及管理模式相对国际品牌酒店集团落后,主要表现在人力资源管理培训系统性差,一线服务工作所需的基本服务理念,技巧,准则难以全面转化为一线服务人员的服务行为。另外,对基层员工奖惩方式单一,薪酬福利较低,管理缺少弹性及人性化色彩,难以激发其主人公意识及服务创新意识。这些极大地制约了我国星级酒店的竞争力。
At present, most local star-rated hotels are lagging behind international brand hotel groups in terms of their human resource management ideas and management modes. They are mainly characterized by poor systematic training of human resource management, and basic service concepts, techniques and guidelines required for first-line service. Fully transformed into first-line service personnel service behavior. In addition, rewards and punishments for grass-roots employees a single, low pay and benefits, lack of management flexibility and humanity, it is difficult to stimulate their sense of hero and service innovation. These greatly restrict the competitiveness of our star hotels.