摘要
面对酒店行业不景气和员工流失率过高的难题,酒店管理者更趋向于采取除"提高员工薪酬"以外的低成本对策.根据赫兹伯格的双因素理论,薪水只是保健因素,酒店完全可以通过提高薪酬以外的其他措施,充分改善员工激励因素及消除保健因素负面影响,采取低成本对策解决员工过度流动问题.以徐州地区为例,对江苏省酒店人力资源管理进行实证研究,提出了酒店、政府、社会共同努力降低员工高流失率的低成本对策.
When dealing with the depression of hotel industry and high staff wastage, hotel cadres tend to take low-cost countermeasures other than increasing staff salary. According to Herzberg＇s two-factor theory, salary is only a hygiene factor. It is sound for hotels to settle the problem economically through taking low-cost countermeasures, namely, fully improving motivators and trying to diminish adverse consequences caused by hygiene factors. Taking Xuzhou area as an example, this paper carries out empirical study on human resource management of star hotels in Jiangsu province and puts forward low-cost countermeasures to reduce the staff wastage through joint effort of hotels, government and society.
出处
《江苏建筑职业技术学院学报》
2015年第3期89-92,共4页
Journal Of Jiangsu Vocational Institute of Architectural Technology
基金
江苏建筑职业技术学院科研课题:星级酒店员工高流失率的低成本对策研究(JYA14-46)
