Who has the relevant information about the current situation of hotel human resources?

The development of hotel catering needs higher-level talents.

1. The development of hotel catering needs compound talents.

With the change of people's consumption concept and the intensification of competition in the catering market, catering managers need to know how to operate, be good at innovation, guide consumption trends, and at the same time need high-end catering talents to explore and innovate catering culture and concepts. There is a great demand for such compound talents in the market.

2. The lack of talents has become an important factor restricting the development of hotel catering.

Catering plays a very important role in the hotel, and it is an indispensable business project for the hotel to meet the basic needs of its guests. In some hotels, the income of catering even exceeds that of rooms. Due to the wrong concept, it is difficult for hotel catering to attract and retain outstanding talents. The lack of human resources and talents has become the same problem faced by hotel catering at present, and has become a fence restricting the development of hotel catering.

The talent advantage of hotel catering no longer exists.

Due to the rapid development of social catering, a large number of hotel catering talents are lost, and the advantage of human resources that can provide quality services has tended to fade. With China's entry into WTO and the entry of foreign catering enterprises into China market, hotel catering will face greater challenges. Without a team of professionals, it is difficult for hotel catering to form its own core competitiveness and become a strong brand, and it is difficult to cope with the competition of domestic and foreign catering enterprises.

4. The development of chain hotels needs the support of catering talents.

We know that the development of hotel catering depends more on human factors; The competitive advantage of cross-regional development is also based on the development of talents and the replication ability of technology. However, in recent years, some hotel enterprises that take the road of chain development feel more and more that the catering development stamina is insufficient and the catering brand is missing. In the final analysis, the insufficient development of hotel catering human resources has seriously restricted the further development of catering. The serious shortage of catering technicians and catering managers is the main factor causing this situation.

Present situation of hotel catering human resources

1. Post personnel structure

According to our investigation of hotel catering staff, at present, in the hotel catering staff structure, restaurant service and management personnel account for 52.66% of the total, and kitchen chefs and management personnel account for 47.34%.

2. Academic structure

At present, junior high school education or below accounts for about 24% of the total number of hotel catering employees; High school education accounts for about 71%of the total number; College (including education) accounts for 4.66% of the total number; Undergraduate education accounts for 0.34% of the total number.

According to relevant social and personnel data, at present, the average proportion of hotel employees with college education or above in China is 1 1.2%, and the education of catering employees is 6.2% lower than the average.

3. Working years of catering employees

In order to better analyze the relationship between the stability and development of hotel catering staff, we designed the analysis of working years. Table below:

Table 1 Working years of catering employees

The total number of job categories is 0 ~ 22 ~ 55 ~

Chef 575 2 15 206 153

Attendant 715 325190115

Staff 10 7 3 0

Head waiter 103 12 35 5 1

Above supervisor 55 0 10 30

Total 1458 559 444 349

According to statistics, among hotel catering employees, 38% are new employees with 0-2 years' work experience, 30.4% have more than 2-5 years' work experience, and 23.94% have more than 5 years' work experience. This is particularly prominent for management employees, who account for the vast majority for more than five years.

4. Gender structure

According to statistics, the ratio of male to female in restaurants is 1 ∶ 3.7. The ratio of male to female in the kitchen is 5.3:1. There is little gender difference in management, but there is a slight change. According to statistics, the managers of restaurants are mainly women, and the ratio of male to female is1∶ 3; The ratio of kitchen is 5.6∶ 1, but it is basically proportional. The proportional analysis of gender structure has a certain guiding role in talent training and recruitment.

5. Sources of catering employees

According to our statistical data, among hotel catering employees, the main sources of supervisors and above are those with relevant social experience (50%), school-related personnel (18%) and socially irrelevant personnel (18%). Further detailed analysis shows that 58% of the people above the kitchen supervisor are from the corresponding social personnel, and 26% are from the relevant school personnel; The restaurant is composed of 63% experienced people from society, 365,438+0% inexperienced people and only 6% school supervisors.

6. Employee turnover

Employee turnover rate: In the past year, the average turnover rate of hotel catering employees reached 33.6558%. The turnover rate of restaurant employees is 27.1383%; The turnover rate of kitchen staff is 37.9537%. Among them, the contribution rate of personnel flow in restaurants and kitchens is 52.78% and 47.22% respectively.

The main reasons for the loss of catering personnel: the reasons for the loss of personnel are often various. After statistics, the reasons for the loss are: other development, salary, violation of discipline, physical reasons and other reasons.

Figure 1 Distribution of Main Reasons for Employee's Resignation

Problems existing in the development of hotel catering human resources

The competition in the catering market is nothing more than capital investment, business philosophy, environmental facilities, food flavor, marketing strategy, service level and price positioning, all of which focus on the quantity and quality of talents (including management talents and technical talents). Therefore, it can be said that the construction of talents, especially chefs, will be the key to the development of our hotel catering. However, through investigation and study, we found that there are many problems that hinder the development of catering talents.

1. personnel structure deviation

Judging from the personnel structure and educational background structure, our catering industry is obviously a traditional labor-intensive industry with relatively concentrated manpower. Facing the challenge of the new era, it is necessary for us to re-examine the current basic framework. Especially from the perspective of sustainable development, our human resource structure is in jeopardy, and it is urgent to improve the human resource structure of the whole group catering.

2. The overall quality of hotel catering employees is low.

In restaurants and kitchens, the number of employees with junior high school education or below is close to 23.43%. Most of them have high school education, and there are few junior colleges and undergraduate courses at the university level. On the one hand, because of the domestic cultural consumption concept, college students are ashamed to be waiters, starting from the grassroots, while employees with college degrees are basically promoted to management.

The learning atmosphere of catering employees is not strong enough. Most employees have not realized the difficulties brought by low academic qualifications. In the future, catering will develop in the direction of science and technology, information and health, from manpower concentration to technical and professional services. If we want to face the future, we need to start with the system, strengthen the incentive and guiding role of the corresponding system, and improve the basic quality of the whole catering manpower as a whole.

It shows a serious succession crisis.

A worrying phenomenon is that the length of service of senior catering managers (including supervisors) is basically more than 2 years or even longer, that is to say, at present, the core members of our hotel catering are stable and experienced after long-term training; But the disadvantage is low academic qualifications; Only the foreman level has some new highly educated employees, but the proportion is very small. The highly educated employees will not be promoted to higher positions for a while, or the room for highly educated employees to grow is too small.

There is a saying in the catering industry that the concept of "three types" of catering talents: three-year professional education; Three years of technical study and experience accumulation. From our statistical data, it also proves that this statement has some truth. Only professional knowledge is not enough for the heavy responsibility of catering management, and it is difficult to take on the heavy responsibility without certain experience accumulation. There is no shortcut to the cultivation of catering talents. This poses a greater challenge to the work of our human resources department.

From the analysis of personnel sources, the sources of our current supervisors, foremen and chefs are mainly experienced people related to the society, and this social related person may conceptually include more apprentices corresponding to the kitchen. For the kitchen, it shows a strong barrier (the kitchen pays more attention to the informal team organization formed by mentoring); Because there are not as many chefs from other sources as such social related personnel, especially at the kitchen leadership level, which plays a decisive role, this is particularly prominent. Therefore, it is difficult to improve our cooking skills, and it is even more difficult to implement the kitchen management system. Even when there are some disputes in the kitchen, they handle them in their own way, because the owner often has the right to speak. This situation is also more impacted by graduates of related majors at the junior college level, but this impact is less, because they will soon worship the "advanced door".

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