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2 1 century, the global hotel industry will face the strategic changes brought by talents and technology. The leading factor for the sustainable development of the hotel industry in the future is the "human" factor, but most of the human resources management of the hotel industry still stays in the "business"-centered management mode.

This paper discusses and analyzes the human resource management of international hotels that have implemented humanized management, and points out the experience and application methods that China's hotel human resource management can learn from. Humanized management and people-oriented principle can make hotels strengthen their internal cohesion and improve their competitiveness, which is bound to become a trend.

Keywords: international experience in humanized management of hotel industry, school-enterprise cooperation

With the rapid development of the global hotel industry, many hotels in China are facing the following problems: shortage of human resources, low educational level, poor training pertinence, single incentive means and imperfect social security mechanism, all of which restrict the development of the hotel industry in China, and most of these problems are caused by the traditional "material-oriented" management model.

At this time, humanized management with "people" as the core resource of the enterprise and the development of human potential as the most important management task becomes more and more important. Foreign hotels applied humanized management to hotel human resource management earlier, and also produced many tried and tested experiences. This paper focuses on these international experiences that can be used for reference by our hotel industry.