Fair management of human resources of talents

At the time of rapid development, many hotels in my country generally have the following problems: shortage of human resources, low academic level, lack of targeted training, single incentive means, and imperfect social security mechanisms. These problems Problems are restricting the development of my country's hotel industry, and most of these problems are caused by the traditional "things"-centered management model. At this time, humanized management, a management model that takes "people" as the core resource of the enterprise and develops human potential as the main management task, becomes increasingly important. Foreign hotels have earlier applied humanistic management to the hotel's human resources management process, and have also produced many tried-and-tested experiences. This article focuses on discussing these international experiences for our country's hotel industry to think about and learn from. 1. Implement the concept of “employees first” 1. Respect employees and treat them well. Respecting employees is the basis for implementing people-oriented management. Employees are not simple labor costs, but sustainable human resources and resources that can continuously generate returns. human capital. The embodiment of respecting employees is: communicating more with employees, listening to their opinions and paying attention to their ideas. Managers need to openly show concern and support for their employees and let employees understand that they are vital to the success of their departments and the entire enterprise. These practices send an important message to employees: they are important and the hotel values ??them. The motto of the Ritz Hotel Group: Weareladiesandgentlemenwhoservetheladiesandgentlemen, this purpose deeply penetrates into every management of the company. Marriott's management style is based on the creed of "employees first, customers second". When employees are respected, they will be more confident, interested and satisfied with their work. We should vigorously advocate the concept of "humanized management, employees first" and make the idea of ??"only happy employees can have happy guests" deeply rooted in the hearts of every hotel manager. As some scholars said, "Those seemingly inconspicuous ordinary employees dominate the destiny of the enterprise and control the rise and fall of the enterprise." 2. Advocate emotional management Emotional and institutional management are not incompatible , the combination of the two embodies the management approach of combining hardness and softness. As the overall quality of employees improves day by day, system management should be gradually weakened and emotional management strengthened. It emphasizes that management should pay attention to "human touch" and supervisors should have a caring heart towards their subordinates. Emotional management is not only reflected in the work of employees. Managers should also pay more attention to employees in their daily lives, provide employees with various conveniences, and relieve employees of their worries. For example, first of all, managers should attach great importance to the construction of employee dormitories and employee restaurants, provide employees with various cultural and sports activities venues, enrich employees' spare time spiritual life, and truly create a "home away from home" for employees. Secondly, managers should also be emotionally invested in their employees. Send greeting cards, gifts and other blessings to employees on holidays and birthdays; provide childcare and family care services to employees who have family worries. If employees have any difficulties at home, they should try their best to provide support and help. In addition, hotels can also consider the special needs of some employees and provide employees with flexible working hours, work sharing, etc. to facilitate employees. In addition, advocating emotional management should also strengthen communication and dialogue with employees, and be honest with each other. Employees who lack the opportunity to express their thoughts often feel abandoned and the resulting loneliness makes it difficult to establish an intimate relationship with the hotel. When these employees who are in direct contact with customers know that their opinions are valued by the hotel as much as customers, their work enthusiasm will be greatly improved. Western hotels pay special attention to information sharing, which is mainly reflected in: allowing employees to understand the hotel's operating performance, financial goals, long-term goals, new technical information, business philosophy, etc.; allowing employees to use customer information, As the basis for personalized services; ensure the smooth and timely uploading, distributing and lateral flow of hotel information, and strengthen internal communication. Creating a home-like feeling and environment for employees is one of the many reasons for the success of world-renowned hotel management groups with successful management.

2. School-enterprise cooperation School-enterprise cooperation is an important form and effective practice for human resource development in foreign hotels. The hotel industry needs talents with skills, operability and a certain theoretical knowledge reserve. In order to cultivate such talents, many foreign hotel schools and hotels have good cooperative relations and combine industry and academia. The methods of cooperation include that the school stipulates a certain internship time for students in corporate positions; the school provides applied scientific research, consulting and training for the hotel industry; it focuses on enterprises and runs schools together with the school to form a training base for enterprises; in addition, many Whether the teachers hired by colleges and universities are full-time or part-time, they have strict requirements for hotel practical experience, so that teachers' teaching content can be closely integrated with practice and enhance students' adaptability to the development of the hotel industry. There are a large number of excellent hotel management schools in Switzerland. For example, these hotel management schools have long-term cooperative relationships with world-renowned hotels and provide graduates with various employment opportunities. Another example is the Hilton Hotel Management School, which is jointly organized by Hilton Hotel Management Group and the University of Houston. It is famous for its targeted education, skills and operability. 3. Other aspects 1. Many countries have regarded the implementation of vocational qualification certificate and training certificate systems as an important measure to promote the development of tourism human resources. They insist on pre-job and on-the-job training, and must meet the standards and obtain certificates to work, thus ensuring the institutional guarantee of tourism Quality of practitioners. Spain, France, Italy, the United Kingdom, the Netherlands, Egypt, Singapore and many other countries attach great importance to tourism professional qualifications and have stricter requirements. 2. Companies in the United States, Japan, and Europe attach great importance to introducing ES (Emoloyee Satisfaction) strategies into their human resource management, thus opening up new horizons for the development and management of human resources. It is proposed that we should focus on cultivating employees' "sense of identification" and "loyalty" to the hotel in management; in management, we must not only abide by the law and be strict in management, but also "pay attention to feelings and be strict with affection"; respect employees, Treat your employees well. 3. Tourism and hotel industry associations play an irreplaceable and important role in human resources development. They not only play the role of collaboration, supervision and management in the industry, but also carry out various trainings for member units and strengthen human resource development as a regular and important industry activity. 4. Conclusion Management guru Peter Drucker once said: "Employees are assets and resources, not costs and expenses." The core of humanized management revolves around how to make full use of the core resource of "people", which means All management activities of an enterprise revolve around how to recognize, select, employ, educate and retain people. In the process of human resources management, my country's hotel industry can fully consider and learn the detailed methods of humanized management implemented by foreign hotels to avoid detours. In the fierce competition for talents in the future, only hotels that truly realize humanized management can win and remain invincible in the fierce competition.