I am the personnel manager of a four-star hotel.

Causes and countermeasures of staff turnover

First, with the expansion of local hotel groups, hotels have sprung up like mushrooms after rain, and the market competition is becoming increasingly fierce. The sharp drop in profit rate leads to the reduction of employees' welfare, the increase of employment opportunities, and the enhancement of employees' desire to pursue personal development, which makes high-quality talents flow to promising enterprises, and hotels no longer become hot spots to pursue, resulting in a relative shortage of human resources in the hotel industry labor market.

Countermeasures: Hotels should firmly establish the people-oriented business philosophy, respect, understand and care for people, and penetrate into all aspects of system construction and management. Vigorously support employees to participate in management and implement the principle of democratic management centralism. Create a good internal working environment for employees and establish employees' status as masters.

The second reason: managers have an outdated concept of employing people and lack innovative consciousness. Unreasonable staffing, inflexible employment mechanism, and employees can't see the hope of promotion. Employees have become the image ambassadors of "eating youth meals", lacking a sense of accomplishment and belonging, leading to the loss of personnel.

Countermeasures: Establish and improve the employment mechanism, make the staffing scientific, the incentive system reasonable and the internal management standardized, and strengthen the overall management and planned management of employees. Adhere to the principle of having both ability and political integrity, employing people according to needs, fostering strengths and avoiding weaknesses, introducing high-quality talents and improving the employment structure. Establish an internal personnel flow mechanism to compete for posts, so that employees must take exams every time they are promoted, so as to truly achieve the goal of being competent, being average and being mediocre, and ensuring fairness, openness and justice in recruitment, employment, training, assessment, promotion, rewards and punishments.

Reason three: the incentive mechanism is unreasonable and the system is imperfect. The practice of seniority has dampened the enthusiasm of front-line employees with high labor intensity, heavy responsibility and high quality, making the time limit for new employees to enter the store shorter and shorter. Once they get paid or have better employment opportunities, they will choose to resign.

Countermeasures: Strengthen human resources development and employee career planning, innovate training forms and contents, and enhance the pertinence, effectiveness and attractiveness of training. Encourage employees to give full play to their subjective initiative, provide promotion opportunities for those employees who are dedicated and enterprising, warm people's hearts with true feelings, win people's hearts with management, and finally enhance employees' sense of belonging and loyalty to the hotel.