Hotel talent shortage

First of all, the core should start from the source, attach importance to the cultivation of new employees' loyalty, and integrate into the corporate culture. "Social prejudice against hotel service personnel is also a major reason for brain drain. The hotel industry should carry out humanized care, adjust soft strategies and create a good corporate culture atmosphere. "

The second is to improve the salary, improve the salary design and perfect the reasonable salary system; Change the strange phenomenon of charging service fees so that employees' overtime pay can be reflected. At the same time, the hotel should improve and strengthen the training system, provide employees with opportunities for further study and let them know the development prospects of the industry. The hotel itself should have a perfect system, set the requirements for personnel according to the organizational structure, staffing and perfect job responsibilities, control recruitment sources, and select personnel with high job matching. Employees' salaries should meet local, regional and industry standards, and be formulated in combination with post and job requirements. Subsidies can be made by formulating long-term effective incentive mechanisms or increasing other non-monetary benefits.

Third, people-oriented, balance employee performance appraisal (short-term) and enterprise development priorities (long-term), and reduce potential contradictions. Hotels should seize two lines to retain employees: income line and promotion line.