An analysis paper on the problem of human resource loss in travel agencies

A paper analyzing the problem of human resource loss in travel agencies

Abstract: In recent years, Henan's tourism industry has continued to develop rapidly, the number of travel agencies has increased day by day, and competition has become increasingly fierce. The competition of human resources is a key factor in the competition of travel agencies. However, due to the existence of many constraints, the loss of human resources in travel agencies is intensifying. How to retain talents has become a key issue in human resources management of travel agencies. It can be achieved through sound management systems and humanized Manage and help employees with career planning and other means to reduce the loss of human resources.

Keywords: Henan; travel agency; human resources

Travel agencies are knowledge- and human-intensive enterprises, and human resources occupy a primary position among all travel agency resources. . With the rapid economic and social development of Henan Province, people's demand for travel is getting stronger and stronger, which requires more high-quality travel agency talents. At the same time, the rapid development of network information technology has reduced tourists' dependence on travel agencies. In this case, travel agencies need a higher level of talent protection. The incentive competition in the tourism market has caused the flow of talents to strong travel agencies, which has had a great impact on many travel agencies. How to retain talents and reduce the loss of human resources is an urgent problem that travel agencies need to solve.

1. Analysis of the problem of human resource loss in travel agencies in Henan Province

(1) The human resources management concept of travel agencies is a weak link

With the development of society, The scientific concept of human resources has gradually penetrated into the management philosophy of enterprises. However, due to the limitations of the comprehensive capabilities of travel agency managers, the human resources management concepts of travel agencies are generally lagging behind. Some travel agencies in Henan Province do not have a dedicated human resources department due to various reasons. They believe that human resources work is just daily matters such as recruiting personnel and paying wages. They pay little attention to employee training and personnel planning, and lack the necessary career development for employees. Management has led to a serious phenomenon of employee job-hopping.

(2) Travel agencies lack a reasonable human resources management system

Modern business management not only emphasizes science, but increasingly embodies a kind of artistry, but the management system of travel agencies is incompatible with modern The requirements of enterprises are still far apart. Travel agencies have many problems in human resources job analysis, recruitment, performance appraisal, salary management and many other aspects. The person in charge of human resources management does not understand the current situation of travel agency talents in society, cannot design scientific and reasonable incentive measures, only relies on personal subjective feelings in arranging personnel, and does not make strategic plans for the development of human resources in travel agencies, lacking solutions. The methods and means of the problem of human resource loss have made the problem of human resource loss increasingly serious.

(3) Deviation between travel agency talent selection standards and social personnel value orientation

Among travel agencies at the current stage, due to cost constraints, travel agencies are more willing to hire technical secondary school students with low academic qualifications Or college graduates. At the same time, due to the influence of social concepts, people think that working in the service industry is not honorable enough. Therefore, many students with a bachelor's degree or above in tourism management are not willing to work in travel agencies for a long time, and only regard working in travel agencies as a temporary foothold or a temporary stop. Springboard to leave the industry at the first opportunity.

(4) Social media vilifies tourism practitioners

Due to the fact that individual tour guides have harmed the interests of tourists, some domestic media are looking for news reports for their own interests. Point by point, the violations of individual tour guides are exaggerated, making people think that every tour guide will receive kickbacks, making it extremely difficult for tour guides to carry out their work. The emergence of these news reports has had a negative impact on society, and has even shaken the enthusiasm of many travel agency employees and even their belief in continuing to work in travel agencies.

2. Analysis of prevention countermeasures for the loss of human resources in travel agencies in Henan Province

(1) Establishing a human resources management system in line with social development

Operations and management personnel of travel agencies We should change our understanding of human resources from a conceptual perspective and set out to establish scientific human resource management systems and systems, such as scientific human resource planning systems, recruitment and employment systems, training and development systems, performance appraisal systems, etc., and use the role of systems to attract and Retain talent. At the same time, the human resources management of travel agencies must change the previous personnel management system, pay attention to human resource development and training, conduct various human resource development investigations and studies, and carefully analyze the current status of the industry and enterprises, thereby driving the human resources work of travel agencies to a new level. steps.

(2) Vigorously promote the "people-oriented" human resources management concept

"People-oriented" management is an inevitable trend in the development of human resources management and a requirement for the establishment of a modern travel agency management system. In the concept of human resources management, the level of salary and benefits is only part of the factor in retaining talents. Some scholars have found that income and people's satisfaction vary from person to person. Especially in the new situation, the level of salary and benefits does not play a decisive role. People also have many needs such as more social interactions, respect, and promotion opportunities.

If travel agencies in Henan Province want to prevent the loss of human resources, they must truly establish a new concept of "people-oriented" and not only meet the material needs of employees, but also the more important spiritual needs. Really care about employees from a spiritual level and regard employees as the source of value creation for the company and the inexhaustible driving force for the development of the company. Only by truly establishing a "people-oriented" travel agency can we truly retain talents.

(3) Help travel agency employees to carry out career planning and management

Career planning and management is an important part of human resources management in travel agencies, which is important for the personal development of employees and the progress of the enterprise. of great significance. If travel agency staff lack career planning, it will be difficult for them to give full play to their talents and achieve professional success. In the end, they can only leave the company where they work, resulting in the loss of human resources. If travel agencies help employees implement career planning, they can scientifically and rationally plan career development paths on the basis of analyzing the internal and external conditions of all types of personnel, so that they can maximize their talents and realize the development of the enterprise on the basis of helping employees grow. , employees realize the value of life in the simultaneous development with the enterprise, thereby reducing the proportion of human resource loss.

(4) Establish a good salary and incentive mechanism

Travel agencies should establish a scientific and efficient salary and incentive mechanism, actively improve employees' salary and benefits, and increase necessary benefits. When material benefits are greatly increased, spiritual incentives can be increased, such as opportunities for growth, more democratic decision-making rights, and spiritual encouragement from leaders. At the same time, employees can share in the profit sharing and personal shares brought by the development of the travel agency, and get opportunities such as job promotion and job rotation. It is necessary to adopt more extensive and effective incentives to create a system that is conducive to the growth of travel agency management personnel and retain outstanding management talents.

III. Conclusion

In short, in the face of intensified competition among travel agencies, the role of human resources has become increasingly important. Travel agencies must strengthen human resource management and prevent the loss of human resources. Prevent problems, promote the healthy growth of travel agencies, and make due contributions to the development of Henan's tourism industry.

References:

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［2］Zhang Yichun. Game analysis and countermeasure thinking of travel agency manpower loss［J］. Special Economic Zone Economy, 2011(2).

［3］Zhao Liping. Travel agency human resource management issues and solutions［J］. Modern Enterprise, 2012(5). ;