What is the hotel’s employee turnover rate analysis table in recent years?

A case study on the problem of hotel employee turnover

1. Introduction

With the rapid development of the tourism industry, tourist hotels have become an important part of the tourism industry for food, accommodation, travel, entertainment and shopping. An important part of the 6 elements. However, employee turnover has become one of the major symptoms of the hotel industry. This is not just a problem in individual regions, but a common phenomenon in the entire industry. The high employee turnover rate has always been a problem that plagues hotel management. In other industries, the normal turnover rate should be around 5%-10%. As a labor-intensive tourist hotel, the turnover rate of employees should not exceed 20%. However, the number of domestic tourist hotels far exceeds this number. According to insiders, the employee turnover rate of the hotel currently investigated by China Diao.com is as high as 45%. As a special industry of tourist hotels, the high turnover rate of employees is very dangerous and urgent, which will bring serious economic losses and reputation losses to tourist hotels. In this article, Zhongdiao.com combines its own observation and speculation in seven months of research and life in hotels, and based on theoretical thinking, it briefly analyzes the employee turnover of Zhongling Hotel from multiple perspectives, and puts forward some suggestions for preventing employee turnover. some corresponding countermeasures.

2. Basic overview of Hangzhou Zhongling Hotel

1. The location of Hangzhou Zhongling Hotel: Hangzhou Zhongling Hotel is located in Guandu District, a rapidly developing commercial district in Hangzhou, which is adjacent to the city. The site of the Hangzhou Trade Fair - the International Hotel in the Hangzhou International Trade Center, is far from Hangzhou Airport and Hangzhou Railway Station. Hangzhou Bus Terminal is only a few minutes away. The transportation network extending in all directions allows you to travel to any famous scenic spot in Hangzhou within your control.

2. Facilities of Hangzhou Zhongling Hotel: The architecture of Hangzhou Zhongling Hotel is unique, the Palm Bay Lounge in the lobby is majestic; the elegantly decorated Silk Road Cafe and Fuyuan Chinese Restaurant serve Chinese and foreign cuisines; The 197 guest rooms are comfortable and luxurious; all kinds of entertainment and leisure facilities are available; various specifications of conference venues are equipped with international standards and fully functional audio-visual equipment; the environment is comfortable and elegant, whether it is company meetings, exhibitions, cocktails Conference, or international conference, with our warm service and professional and rich conference reception experience, your meeting can be easily successful.

3. The corporate nature of Hangzhou Zhongling Hotel: Hangzhou Zhongling Hotel (privately owned), a subsidiary of Hangzhou Zhongling Hotel Group Co., Ltd.

3. Reasons for the employee loss of Hangzhou Zhongling Hotel Analysis

There are many reasons for the employee turnover of Hangzhou Zhongling Hotel, and individuals have different motivations for job-hopping. Based on the summary, Zhongdiao.com analyzed the employee turnover of Hangzhou Zhongling Hotel from the following aspects: Analyze the reasons:

1. Job-hopping for management positions.

(2) The management system of Hangzhou Zhongling Hotel is too strict for its employees.

The too strict management system has led to low work efficiency. The procedures are too complicated and the step-by-step approval system prevents employees from using their talents and causes them to change jobs.

(3) Disrespecting subordinates, obliterating their achievements, ignoring the important role of employees, and destroying their passion for work

In Hangzhou Zhongling Hotel, the overall quality of managers is generally poor. Low, Zhongdiao.com once heard this sentence from a manager: The work done by such-and-such employee is as if he has not done it. This obviously erases their achievements, and at the same time, dispels their enthusiasm. Employees' personal values ??are not recognized and they will resign because they cannot bear it in the long run.

(4) There is no reasonable evaluation mechanism and selection mechanism

Hangzhou Zhongling Hotel’s annual evaluation of outstanding employees must have one-year employee qualifications to participate in the election. Since Hangzhou Zhongling Hotel The employee turnover rate of the hotel is high, and there are very few employees who have worked for a year. Moreover, the election procedure is extremely simple. It is specified on which day to elect. Only employees who work on that day participate in the election. The rest of the employees are not present. The election scene is extremely complicated. Chaos, small collectivism is extremely prominent, truly outstanding employees are not selected, their achievements are negated, and personal values ??are not reflected and they resign.

(5) There is no effective communication within the enterprise

Zhongdiao.com once conducted a survey on greetings and non-greetings among managers of 5 departments: they asked managers of 5 different departments respectively. When greeting a manager, managers from three departments will nod to greet you, while managers from two departments pretend not to see you walking past; Zhongdiao.com did not say hello to 5 managers, and the results show that none of the managers will take the initiative to say hello to you (including Manager of this department). Employees sometimes report problems to their superiors, but are afraid of the manager's authority and fail to report and solve them. Causing employees to leave their jobs.

(6) Salary income, welfare benefits are average, etc.

Salary benefits are average. Although it is not an important factor in employee turnover, it sometimes reflects the employee’s personal value level. If the salary is average, Without a good and caring working environment, employees will also resign.

3. The impact of the employee turnover of Zhongling Hotel in Hangzhou on the hotel

If the employee turnover rate of a hotel is too high, the impact on the hotel will be great. The problem of losses cannot be ignored. A clear understanding of the impact of employee loss on Zhongling Hotel in Hangzhou is the key to solving the problem. After careful analysis, Zhongdiao.com concluded that the impact of employee loss on Zhongling Hotel is as follows:

(1) The massive loss of employees has brought chaos to the management of Hangzhou Zhongling Hotel

At Hangzhou Zhongling Hotel, any employee who is about to leave was not interested in doing work some time ago , this has become a strange phenomenon, resulting in tasks not being completed on time, breaking the daily plan, causing the phenomenon of only the post being missing to happen frequently, and bringing a certain degree of chaos to the management of Zhongling Hotel.

(2) The employee loss of Zhongling Hotel has brought certain economic losses to Zhongling Hotel

Every employee working in Zhongling Hotel has made great efforts from recruitment to training. Capital will flow with the flow of employees to the companies where they go. In order to make up for the vacancies caused by the loss of employees, Hangzhou Zhongling Hotel has to spend money to find suitable people to replace the temporarily vacant positions, so as to recruit new employees. Employees need funds, and new employees need financial training after they arrive, which will cost a certain amount of money.

(3) The turnover of employees at Hangzhou Zhongling Hotel will affect the enthusiasm of other employees.

The turnover of some employees will have an adverse impact on the mood and work attitude of other employees on the job. The loss of a part of employees usually leads to the loss of employees on a larger scale. This is all based on the impact of employees' emotional factors, because employees who work together for a long time will form a small group and deep friendship. The employees who are about to be lost express their feelings to other employees. Employees are reminded that there are other choices. Especially when they see that the employees who have been lost from them have received better development or received more benefits, the current employees will be excited and their work enthusiasm will be seriously affected. Perhaps employees who have never considered changing jobs will be ready to start looking for a new job.

(4) According to the survey of Zhongdiao.com, the customer source market of Hangzhou Zhongling Hotel mainly comes from the following channels: a. Fixed customer source (also called contract customer source) Honghe Cigarette Factory is stationed in Hangzhou Office; service personnel of Shanghai Airlines; Road and Bridge Company; Hangzhou Railway Second Bureau, etc. b. Background customer sources: government departments at all levels related to Hangzhou City Government (this part of the customer source does not directly create economic benefits for Hangzhou Zhongling Hotel). c. Conference visitors (can also be called regular visitors): Many conferences of various kinds are held in Hangzhou every year. The unique geographical location of Hangzhou Zhongling Hotel brings huge economic benefits to Zhongling Hotel. For example: the upcoming GMS conference in June 2005, etc. d. Traffic source: individual customers and some irregular teams. The above fixed and background customers are the most important economic source of Hangzhou Zhongling Hotel. In order to better serve these two large economic customers, Zhongling Hotel has arranged housekeepers with good skills and flexible thinking. In the long-term service, they have fully gained the trust of the guests, if this part is once lost. The new employees don't know much about the conditions of these regular rooms, and if they do something wrong, they will cause complaints from guests. As a result, the business of Hangzhou Zhongling Hotel was damaged.

(4) The training and practical operation of Hangzhou Zhongling Hotel are not organically unified

During the investigation of Hangzhou Zhongling Hotel, Zhongdiao.com participated in the Hangzhou Zhongling Hotel’s training as required. After various trainings, Zhongdiao.com found that training and practical application cannot be organically combined.

When training skills, only theories are given without personal demonstrations; when training foreign languages, the main training personnel are served by department heads or managers, and there are no dedicated trainers for training. Due to the low level of education of the supervisor or manager, mistakes are often made during training and the service staff are afraid of the authority of the supervisor or manager and cannot be corrected in time, so the effect is not very significant. Furthermore, Hangzhou Zhongling Hotel lacks a local language environment. Most of the tourists coming to Hangzhou Zhongling Hotel come from China. It is difficult to have a few foreigners staying in the hotel even a year. Therefore, Hangzhou Zhongling Hotel should pay attention to the organic unity of training and actual operation during training, and master the four-step method common to international hotels: tell you how to do it (TELLYOU); demonstrate how to do it again (SHOWYOU); do it with me (FOLLOWME); Check and correct (CHECKYOU); for foreign language training, professional personnel should be selected for training, or employees should be encouraged to attend training classes in various ways.

(5) Regularly provide ideological education to employees

Kevin., Senior Vice President of LANGHAM Development Department. Murphy analyzed: "Hotels also belong to the service industry, but most people don't know enough about the entire industry. There is still a process of changing their concepts." Especially in China, people often have misunderstandings about the hotel industry. Working in the hotel industry is a despicable industry. Therefore, one of the main means to stabilize employee turnover is to regularly educate and persuade employees, and make full use of multimedia and other tools to make employees aware of the development prospects of the hotel industry and the basic operating conditions and foundation of the hotel