A case study of management: the differences between Chinese and foreign hotel management methods

In my opinion, the motivation of hotel to retain employees and motivate employees to the greatest extent can be summarized as: reasonable salary, promising career prospects, pleasant working atmosphere and opportunities for continuous learning and improvement. Therefore, the hotel human resources manager should start from the following aspects:

Personality characteristics, improper selection of personnel methods is the primary reason for employee job-hopping and employee turnover, which directly leads to the increase of hotel human resource management costs. Therefore, when selecting employees, hotels should first subdivide the vacant positions and choose employees who meet their personality requirements according to their different characteristics. In addition, it is always the right choice to hire those passionate, happy and friendly employees. The Ritz-Carlton Hotel uses the height prediction method to determine job candidates. After careful selection by the "personalized recruitment method", the employees in each position are efficient. They not only spare no effort to satisfy customers, but also participate in the planning of their own work areas.

Changing the traditional salary design concept and the traditional salary system can only eliminate employees' dissatisfaction, but can't achieve the purpose of motivating employees. Therefore, salary should be linked with ability and work performance to stimulate employees' work motivation. First of all, we should make clear the hotel's business strategy. For example, the business strategy of Holiday Inn is to "increase the turnover, make the business successful, rebuild and unify the functions, strengthen the hotel foundation, cultivate excellent corporate culture and further tap the strategic advantages". Then the personal ability found in the interview is certified, which proves that it is helpful to the success of the hotel management strategy. Then integrate the core competitiveness with the human resources system. Only when the ability is fully integrated into all systems, including recruitment, training, performance evaluation, reward, leadership development, succession planning and career planning, can we achieve the greatest success. Finally, establish a salary system based on competence, introduce the competence system into the cognitive environment of new employees, and clarify the expectations of hotels. The energy consumption system of Holiday Inn successfully transformed the corporate culture of overseas subsidiaries, making the human resource strategy consistent with the company's strategy and salary system. In the past five years, profits have been increasing, customer satisfaction is high, and employee turnover rate is low.

Hotels should design career development plans for every employee, especially college students and other high-quality talents, so that they can see the future development direction and goals. When recruiting, we should choose college students who have potential and love hotel work, assign them to a certain department according to their personality characteristics and hobbies, and give them a period of grassroots work exercise. If they reach a certain index and pass the examination, they can be promoted to a certain position. In this way, through constant tempering, excellent management talents will be cultivated for the hotel. Foreign management companies can also provide some overseas training experience, and such a career development plan will certainly be welcomed by college students.

Cross-training Cross-training is a training method for employees to meet more than one job need by receiving additional service skills training. Now it has been regarded by more and more western hotels as an important means to maintain the quality advantage of personnel and improve the service quality and competitiveness. The implementation of cross-training will help hotels to control costs more effectively, and make up for job vacancies in hotels in time when the business volume suddenly increases during the tourist season or when employees are sick, on vacation and customers have additional needs. At the same time, it can also reduce the job-hopping rate of employees. On the one hand, employees like the challenges brought by training, which reduces the boredom caused by repeating the same job for a long time and increases the freshness; On the other hand, employees can be multi-skilled, and their efficiency is greatly improved, thus saving human capital and raising wages.