發(fā)布時(shí)間：2018-11-20 06:48

【摘要】：現(xiàn)代酒店企業(yè)之間的競(jìng)爭(zhēng)歸根結(jié)底是人才的競(jìng)爭(zhēng),如何吸引、留住并用好人才成為現(xiàn)代酒店不得不思考的問題。XY國(guó)際酒店應(yīng)該利用企業(yè)現(xiàn)有資源,調(diào)整酒店內(nèi)部結(jié)構(gòu),逐漸完善人力資源管理模式,建立科學(xué)有效的員工激勵(lì)機(jī)制。本文以如何制定適合XY國(guó)際酒店的員工激勵(lì)方案為研究主線,按照提出問題、分析問題、解決問題這一科學(xué)研究思路,綜合運(yùn)用文獻(xiàn)資料法、問卷調(diào)查與統(tǒng)計(jì)分析法、定性與定量相結(jié)合的方法。 論文以系統(tǒng)化的觀點(diǎn)對(duì)XY國(guó)際酒店員工激勵(lì)方案進(jìn)行了研究,首先梳理了國(guó)外典型的員工激勵(lì)理論,闡述了激勵(lì)的概念、作用以及構(gòu)建方法,并總結(jié)了對(duì)本文優(yōu)化方案的啟示；其次介紹了XY國(guó)際酒店的發(fā)展?fàn)顩r、組織結(jié)構(gòu)以及人力資源特點(diǎn),并深入分析了現(xiàn)行的員工激勵(lì)體系中存在的問題,發(fā)現(xiàn)存在忽視對(duì)基層員工的激勵(lì)、激勵(lì)制度不健全、薪酬福利缺乏靈活性、培訓(xùn)體系不科學(xué)等問題,究其原因,激勵(lì)觀念落后、投入不足、員工流失率高以及缺少人本管理思想是其主要原因；第三,針對(duì)現(xiàn)行員工激勵(lì)體系中存在的問題,本研究從優(yōu)化薪酬福利結(jié)構(gòu)、完善績(jī)效考核體系、加強(qiáng)員工培訓(xùn)學(xué)習(xí)、強(qiáng)化職業(yè)生涯管理四個(gè)方面對(duì)現(xiàn)行的激勵(lì)方案進(jìn)行了再設(shè)計(jì)；最后,為了保障新的方案能夠順利實(shí)施,本研究提出了轉(zhuǎn)變員工激勵(lì)觀念、做好激勵(lì)方案的評(píng)價(jià)與宣傳工作、加強(qiáng)酒店文化建設(shè)、完善相關(guān)配套制度四條保障措施。 XY國(guó)際酒店在行業(yè)內(nèi)有典型的代表性,面對(duì)越來(lái)越激烈的酒店競(jìng)爭(zhēng)局面,XY國(guó)際酒店通過(guò)加強(qiáng)員工激勵(lì)體系建設(shè),提高酒店內(nèi)部員工滿意度,使員工的利益與酒店的利益緊密地捆綁在一起,增強(qiáng)酒店內(nèi)部員工的凝聚力與向心力,逐步使其在行業(yè)內(nèi)部達(dá)到領(lǐng)先地位。
[Abstract]:In the final analysis, the competition among modern hotel enterprises is the competition of talents. How to attract, retain and make good use of talents has become a problem that must be considered by modern hotels. XY International Hotel should make use of the existing resources of enterprises to adjust the internal structure of hotels. Gradually improve the human resources management model, establish a scientific and effective staff incentive mechanism. This paper takes how to make the staff incentive plan suitable for XY International Hotel as the main line of study, according to the scientific research thought of raising questions, analyzing problems and solving problems, synthetically using the method of literature, questionnaire and statistical analysis. A combination of qualitative and quantitative methods. This paper studies the incentive scheme of XY International Hotel staff from a systematic point of view. Firstly, it combs the typical foreign employee incentive theory, expounds the concept, function and construction method of incentive, and summarizes the inspiration to the optimization scheme of this paper. Secondly, it introduces the development situation, organization structure and human resource characteristics of XY International Hotel, and deeply analyzes the existing problems in the current staff incentive system, and finds that the incentive system is not perfect. Lack of flexibility of salary and welfare, unscientific training system and so on, the main reasons are that the motivation concept is backward, the investment is insufficient, the staff turnover rate is high, and the lack of people-oriented management thought is the main reason; Third, in view of the existing problems in the current employee incentive system, this study focuses on optimizing the salary and welfare structure, perfecting the performance appraisal system, and strengthening the staff training and learning. Strengthen the career management of four aspects of the current incentive scheme for re-design; Finally, in order to ensure that the new scheme can be carried out smoothly, this study puts forward four measures to ensure the change of employee motivation concept, the evaluation and propaganda of incentive scheme, the strengthening of hotel culture construction and the improvement of relevant supporting system. XY International Hotel has a typical representation in the industry. In the face of more and more fierce hotel competition, XY International Hotel enhances the staff satisfaction by strengthening the construction of staff incentive system. So that the interests of the staff and the interests of the hotel are closely tied together, enhance the cohesion and centripetal force of the staff inside the hotel, and gradually make it to the leading position in the industry.
【學(xué)位授予單位】：西北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F719

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本文編號(hào)：2344119