What are the opportunities and threats of the catering industry?

With the development of local economy, cities are being built, which can drive the development of hotels. The development of the northern part of the city will also drive the increase of the county population, so it will also drive the development of hotels, provided that hotels seize these opportunities. Recruitment and application of talents. Improvement and perfection of service level. Opportunities of knowledge economy. 2 1 century, mankind gradually entered a brand-new era of knowledge economy from the era of industrial economy. The value of human resources has become a symbol to measure the overall competitiveness of enterprises, and human resources and knowledge capital have become one of the important factors for the success or failure of enterprises. The human resources departments of small and medium-sized catering enterprises in China should clearly understand the times, calmly respond to the changes in human resources, accurately locate the talents needed by enterprises, and discover, cultivate and reserve knowledge-based talents when the internal resources of enterprises allow. Opportunities of economic globalization. Economic globalization has promoted the internationalization and specialization of human resource management in China. Under the background of economic globalization, human resource management in China will change from general personnel management to strategic human resource management, and from general administrative work to participation in company decision-making management. Under the current economic situation, the economic crisis is also a rare opportunity for the human resource management of small and medium-sized catering enterprises in China. There will be no shortage of middle and senior talents in the industry, and we can take this opportunity to recruit talents.

threaten

The hotel lost a large group of repeat customers, resulting in a relative decrease in the number of tourists. Reduction of hotel management items. Lack of management and talent. The service level is insufficient. A large number of foreign-funded and foreign-funded catering enterprises will enter the China market, which will make this highly competitive catering enterprise face greater challenges. Although there are a large number of human resources in small and medium-sized catering enterprises in China, the overall quality is low, and there is a shortage of compound talents who know both technology and management. Therefore, in the face of global competition, hotels should accurately position themselves in the human resources market, and strive to improve the overall quality of employees on the basis of retaining existing talents. With the rapid development of China's economy, the overall quality of employees in small and medium-sized catering enterprises is gradually improving, and their values are increasingly diversified. Post-80s generation has become an important part of human resources in enterprises. As a generation that pursues personalized growth, it pays more attention to and emphasizes the embodiment of personal value. How to use personalized training methods and personalized incentive measures to mobilize the enthusiasm of employees and tap their potential is another threat and challenge faced by hotel human resource management. Labor contract law. In 2008, the state promulgated the Labor Contract Law, aiming to further protect the rights and interests of workers and standardize the employment behavior of enterprises. The promulgation and implementation of the Labor Contract Law is beneficial to the formation of human resource management strategy in the long run, but it is a challenge to human resource management in enterprises in the short run. Small and medium-sized catering enterprises in China are one of the industries most prone to labor contract disputes, which requires hotel human resources managers to fully understand and accurately grasp this law.