What is the current employment situation in the hotel industry?

It is very important for the development of hotel enterprises to improve the management level of human resources and reduce the turnover rate. In fact, human resource management is very important to all service industries. After all, "human" is the most important factor of production. Only by doing this basic work well can we fundamentally ensure the healthy and long-term development of enterprises.

In 2008, China's GDP was 3,006.7 billion yuan, and its per capita GDP reached 3,266 US dollars. According to the experience of world tourism development, the per capita GDP has reached

3,000 dollars will be the highlight of the tour. With the sustained and rapid development of China's national economy and the improvement of people's income level, people's demand for spiritual culture is further enhanced, and residents' consumption will develop to a higher level, while tourism

Consumption will become an important carrier of mass consumption, and tourism will become the main beneficiary industry of consumption upgrading. At the same time, China's international influence has been continuously enhanced, the paid vacation system has been gradually implemented, and the social security system has been continuously improved.

Promote China to enter the era of "national tourism" in which domestic tourism, inbound tourism and outbound tourism are fully prosperous and all sectors of society participate extensively.

As a branch of tourism, the hotel industry will undoubtedly usher in a new era of rapid development. However, this is incompatible with the fact that the employment problem has increasingly become the bottleneck of the hotel industry development, and the hotel has fallen into a rather serious employment dilemma, which is mainly reflected in the following two aspects:

1. There are few applicants.

Compared with the 1990 s, the current hotel recruitment scene is a far cry from it. It often happens that the number of applicants is much lower than the number of recruitment positions. Not only is there no choice at all, but it is still insufficient. along with

Take the human resources market in Sanya at the beginning of 20 12 as an example: the second job fair was held in Sanya on February 10. There were more than 30 star-rated hotels in 98 household units with 40 to 84 employees, including restaurants.

Waiter, restaurant supervisor, etc. The job fair provided nearly 1000 jobs, but only1000 people applied.

2. The staff turnover rate is high.

Maintaining the stability of the workforce is of great significance to anyone.

It is very important for every enterprise, which means that while avoiding the cost increase caused by recruitment and training, it can also ensure the continuity of work. However, the high turnover rate of employees has always been a difficult problem for hotel managers.

Generally speaking, hotels, as labor-intensive service industries, have a reasonable turnover rate of around 10%. However, according to the survey of Sanya 100 star-rated hotels conducted by Sanya College of Hainan University in 2008, the staff turnover is obvious.

9.52% of enterprises have a turnover rate of over 40%, most of them are between 15%-20%, and only 1 1% have a turnover rate lower than 10%. The high turnover rate of employees undermines the stability of the hotel.

The negative effects of Yingzhou on hotels are also various.

Second, the analysis of the reasons for the employment dilemma of the hotel industry

1. With the vigorous development of tourism, the total employment of hotel industry is also increasing year by year.

With the rapid growth of the number of hotels (see table 1) and the gradual expansion of the scale, the demand for human resources of hotel enterprises shows an absolute growth trend (see table 2).

According to table 1 and table 2, from 2000 to 2009, the number of star-rated hotels in China increased from 6029 to 14639, an increase of 1.43 times. The number of rooms is 549,000.

It increased to 1673500, an increase of 2.05 times. The substantial increase in the number of guest rooms will inevitably lead to an increase in the proportion of employees in the hotel industry. According to the ratio of guest rooms to manpower in star-rated hotels in China 1: 1.6

In contrast, the manpower demand of China hotel industry in 2009 was about 2.68 million.

2. The rise of other tertiary industries such as finance, insurance and real estate has diverted some hotel employees to other service industries.

The changes in the internal structure of the tertiary industry in developed countries present the following similar stages:

The first stage: the leading development stage of commerce, hotels, hotels and communications. At present, driven by commerce and transportation, people's social activities are increasingly frequent, which has promoted the rapid development of catering and hotel industry.

The second stage: the rapid development of finance, insurance, real estate and industrial services, and the stage of paying equal attention to commerce, hotels, restaurants and transportation and communication industries. The third stage: community and personal services, finance, insurance, real estate and

The industrial service industry has developed steadily, while the traditional service industry (hotels, hotels and transportation, etc.). ) development is relatively slow.

At present, China is generally in the second stage. Since the early 1990s, the real estate industry has just emerged and has developed into a pillar industry of China's economy, and the financial and insurance industry has also developed rapidly. With the rise and growth of these industries, a large number of workers have gained more choices, and the hotel industry has been seriously challenged in employment.

Preferential treatment in commerce, finance, aviation services and real estate has attracted a large number of outstanding young people.

In 1980s and 1990s, the entry of foreign-funded hotels promoted the great development of hotel industry in China. At that time, the tertiary industry in China was almost blank except the hotel industry. Compared with traditional industry and agriculture, the hotel industry has a comfortable working environment and dignity.

Dress and relatively generous treatment make a large number of young people flock to it. Hotel employees show the characteristics of high academic qualifications, good image and strong ability. However, since the rise of commercial, financial and real estate industries, it is capital-intensive.

These industries are characterized by high post salary, large creative space and flexible working hours. Compared with the hotel industry, the starting salary of new employees in the real estate industry is 2500-

Between 3000 yuan, and the starting salary of hotel service personnel is generally between 1500-2000 yuan; The real estate industry pays attention to the results of employees' work, not to the working procedures, and the creativity of employees is greatly exerted; hotel

The industry pays attention to working procedures and operating norms, which greatly limits the imagination of employees. For the post-80 s and post-90 s, this is undoubtedly embarrassing.

4. The influence of university enrollment expansion.

1998

At the end of the year, the central government formulated an enrollment expansion plan with the goal of "stimulating domestic demand, stimulating consumption, promoting economic growth and alleviating employment pressure". 1999 The total number of college students enrolled in China was1600,000, 20 12 years.

It reached 6.85 million in that year. /kloc-increased by 328% in 0/3 years. However, most employees in the hotel industry in China are high school and vocational secondary school or below. According to the investigation of Sanya Hotel Industry by Sanya College of Hainan University in 2008

The survey shows that 9.04% of hotel employees have bachelor degree or above, 13. 18% have junior college degree, 34.29% have high school and secondary vocational education, and 42.89% have other education. The expansion of university enrollment will

Many students who could have graduated from high school and entered the work directly were pulled into the university. After three or four years of higher education, these students are no longer willing to enter the hotel industry with college diplomas.

Service location. The result is that on the one hand, a large number of college graduates stay at home, on the other hand, the hotel industry is facing a serious labor shortage. 5. The influence of the employment concept of the one-child generation.

According to the survey results of Maidian.com in 2009, Sanya hotel employees accounted for 6.35% under 20 years old, 265,438+52.38% aged 0-25, 24.87% aged 26-30 and 365,438+35% aged 0-35.

9.52%, 36-40 years old 3. 17%, 4 1-45 years old 3.70%. It basically covers employees of all ages working in hotels. It can be seen that the employees in Sanya hotel industry are between 20 and 30 years old.

It accounts for about 80% of the total employed population. This age group is the only-child generation after 1980s and 1990s. The only-child generation is over-cared for in the family, not only because they are unwilling to "serve" others.

Professionally, parents are even more reluctant to let their only child suffer. This is also an important factor in the shortage of human resources in the hotel industry.

Third, the hotel industry to get rid of the employment dilemma countermeasures

Many experts put forward good suggestions on this topic, such as raising wages, formulating humanized management system and establishing advanced and perfect training system. It has also been suggested that the hotel industry should implement a service tipping system, which is a matter of different opinions.

With the continuous development of China's economy, China's progress from a developing country to a developed country is irreversible, and it is only a matter of time before it becomes a developed economy. Gone are the days when the labor force was abundant and the labor cost was low. How does the hotel industry face the arrival of the era of labor shortage and high labor cost? I think we can start from the following aspects:

1. Reduce the ratio of hotel rooms to employees and move closer to the standards of western countries;

According to the annual China hotel business statistics released by China Tourist Hotel Association and Haohua Management Consulting Co., Ltd. in 2003, the artificial matching values calculated according to each available room are five-star, four-star and three-star.

The labor ratios of first-class hotels are 1.8, 1.7 1 and 1.66 respectively. Internationally, the labor ratio of budget hotels is generally 0.7- 1, while that of luxury hotels is about 1.2. Obviously, domestic hotels

The labor force has a relatively large room for decline. Therefore, the hotel industry should streamline personnel as much as possible, reduce the demand for personnel and reduce the expenditure on human resources.

2. Change the traditional concept of employment and increase the proportion of middle-aged and elderly employees;

In fact, the hotel industry is not an industry with high technical content or physical fitness requirements, and there is no need to impose age restrictions on a large number of jobs. For decades, the hotel industry in China has maintained the industry habit of hiring young people, with 80% employees under 30.

China has entered the ranks of aging society since 1999. The outline of the 12th Five-Year Plan of China clearly states: "Actively respond to the aging population and develop and utilize the human resources for the elderly". Compared with young people, fifty or sixty

Older people with rich social experience; The family's economic burden is small, and the original social pension and medical insurance have low requirements for working conditions and treatment; High loyalty to the enterprise; Love their jobs and be conscientious,

Convenient for the daily management of enterprises. Hotel rooms, restaurants, front desk and other departments can let elderly employees replace young employees.

In the United States, Europe, Japan, Singapore and other countries, a large number of hotels employ employees over 60 years old. The hotel industry in China should learn from the ideas of the hotel industry in developed countries and pay full attention to the development and utilization of human resources for the elderly. On the one hand, it can solve the problem of difficult recruitment, reduce the turnover rate of employees and reduce labor costs.

Replace workers with machines and robots.

According to Henan Business Daily, the first robot employee was welcomed in the lobby on the third floor of Tian Quan Hotel in Zhengzhou Railway Station Square on October 9th, 20 13. There is a control panel next to this "robot chef". What do you want to eat?

As long as the ingredients are ready, click on the name of the dish you want, and the "robot chef" can operate automatically, cooking, pouring oil, putting vegetables, putting seasonings, stirring and adding water in one go.

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With the progress of science and technology, human society will soon enter a "robot" era. Robots have appeared and been put into use in all walks of life. In addition to the aforementioned "robot chef" and "robot luggage"

Health "and" robot ordering staff "have also come out one after another. In the near future, robots may appear in various locations in hotels. By then, the hotel human resources management department will no longer worry about the difficulty of recruiting workers and the high turnover rate of employees.

It's amazing. On the contrary, how to make robots serve more humanely like people will be another subject that needs to be studied.