How do hotels attract talents?

Reprint the following information for your reference. How to attract talents is the most important resource for enterprises. In the increasingly fierce business competition, it is a more valuable factor to have talents who are better, more loyal, more active and more creative than their opponents to build the strategic advantage of differentiated competition. However, human resources are always scarce. With the development of society, the competition for talents will become more and more fierce. Especially in IT, a rapidly developing industry, it is difficult for small and medium-sized enterprises to compare with large multinational enterprises in brand, standardized management, training and employee welfare, and they have obvious disadvantages in attracting talents. The role of talents, especially leading talents, is often more decisive for SMEs. So, what measures should SMEs take to attract and retain talents? First, do a good job in design and give talents more responsibility and authority. Recruitment has already started before. For those China elites who are influenced by western management thinking in large multinational enterprises, their greatest fate is that they have learned a set of western management models, but they are not allowed to cross the line and do something "integrating theory with practice". They can only operate repeatedly according to the rules formulated by others. They hope to find new challenges and more space for self-realization. Therefore, providing greater career development opportunities is the most powerful means for small and medium-sized enterprises to attract outstanding talents. This requires enterprises to give talents more responsibility and authority, and provide space for talents to implement new management mode in enterprises. Second, recruiting talents through various channels, such as the talent market, newspaper advertisements, the Internet, headhunting companies, acquaintances' recommendation, etc., are all effective channels for talent recruitment. Generally speaking, small and medium-sized enterprises should not stick to a certain established model, and everything should proceed from actual needs, and talents should be reduced in an eclectic way. Recruitment of general management and technical talents in the talent market has its advantages of simplicity and quickness, while it is more difficult to recruit higher positions through the general talent market, which requires supplementary cooperation from other channels. The advantage of newspaper advertising channel lies in its wide information coverage and more application materials can be received. At the same time, it can reduce the blindness of application. The disadvantage is that advertising costs are expensive and time-consuming. Headhunting companies have their advantages in recruiting professional technicians and senior managers, but the recruitment effect is closely related to the service quality of headhunting companies. Therefore, it is necessary to have a deeper understanding of the headhunting industry, evaluate the services of headhunting companies and find the most suitable headhunting company. Network recruitment is a new talent exchange channel, which has the advantages of convenient use, fast information dissemination, fast feedback and unlimited times in one-time payment time. With the rapid development of Internet in China, its advantages will become increasingly obvious. Judging from the actual situation of the current use, its disadvantage is that it is influenced by the number and type of internet users, and the recruitment effect of IT professionals, documents, finance, public management and other talents is better. Acquaintance recommendation is also a channel, and some big companies also pay great attention to this. Cisco, for example, takes the form of internal recommendation and frequent contact with employees' personal relationships to attract talents who stay in other companies and don't know whether to jump ship or not. Third, clearly describe the company's vision. A key link to attract talents is the recruitment interview season, and the recruiter actually plays the dual role of buyer and seller. The more excellent the talent, the greater his selectivity. For small and medium-sized IT enterprises, especially newly established companies, clearly describe the company vision to the candidates, and on the basis of mastering the needs of the candidates, use the professional skills of human resource management to show the organic connection between the company vision and the personal development plan of talents, so as to achieve attractive positions. Employees who have worked in the same position for a certain number of years will generally look for other opportunities to expand their responsibilities and knowledge, and will also choose a department to do it. Total cash Compaq's salary is called total cash. Compaq will adjust the salary every year according to the level of performance inspection in that year, and the company will hire a third-party company to do a social survey on salary to decide the salary adjustment. Of course, salary adjustment also involves a question: where is the company's strategy in the market? For example, it is currently positioned in the middle of the market, which is about 50%, and the goal is to reach 60%. If the salary is 15%, the goal can be achieved. If the company agrees to this budget, it can make a salary increase table on the basis of the existing standards, and it can raise the salary if this goal is achieved. Otherwise, do not add. Compaq's salary to employees is not fixed and directly proportional to the company's performance, but there is a rule that the company's performance is directly proportional to the company's related expenditure on human resources. If the performance is good, more capital will be invested in employees, which may not necessarily be reflected in salary, but may be more training opportunities, or an increase in bonuses, or inviting employees and their families to travel. In addition, Compaq's overall profit is linked to profit dividends. If the company's profits rise, employees will pay more dividends. There is a formula to calculate this (not disclosed). The vertical indicator is the company's profit, and the horizontal indicator is customer satisfaction. Compaq's approach is very special, and employees all over the world are equal. "Hidden benefits" Compaq will ask you "What do you want the company to give you?" The company gives you not only money, but also the future and development. Compaq believes that the so-called "hidden benefit" is the "benefit" of career development, which is often better than the visible salary level. Liu Jing thinks that working in a well-developed company is like saving money in a bank. Not only can you "preserve the value", but you will also get a lot of "interest". Compaq is a reputable "bank". In fact, some opportunities do not exist in other companies, but they are different in Compaq. If you used to be a salesman and want to make products now, Compaq will let you take one person first. He will be familiar with sales in a few months, and you can transfer to the product department to do the work you are interested in, which is almost impossible in other companies. This is actually an opportunity for personal career appreciation. Unlike most companies, Compaq rarely uses "salary increase" to retain people. If employees use this as an excuse to change jobs, Compaq will generally not offer even three times the current salary to "dig" people, but just see if his current salary is in line with the market price. If so, you will be indifferent to the east, west, north and south. If not, you will get a raise according to your performance. In Liu Jing's words, each company can pay three times the salary of its competitors. The key is: is it a principle of keeping people? In Compaq, this is not the case. Of course, Compaq will not say that my opponent gave me three times and I gave 1.5 times to try to keep people. First, it is unfair to other employees; Second, it may disrupt the market. Compaq's salary adjustment should be "around the market" rather than "around an opponent". Promotion = ability+opportunity. Promotion factors of employees. First, the company should have vacant positions; Second, job performance can support you to take on more responsibilities; The third is that your own interests should be consistent with this position. If the employee thinks he is suitable for a higher position, your manager thinks so, and he can be promoted immediately; If you think you can, but the manager thinks that although the business is doing well, it is not suitable for being a manager, then the human resources department will call you and the manager and ask what training can help you. When you meet the requirements, you will be promoted. Due to the rapid development of the company's business, there is no situation where vacancies cannot be found.