【摘要】：隨著飯店業(yè)的迅速發(fā)展,飯店要想在激烈的競(jìng)爭(zhēng)中獲得一席之地,就必須提升內(nèi)部管理,提高競(jìng)爭(zhēng)能力,而人力資源規(guī)劃對(duì)于促進(jìn)飯店戰(zhàn)略實(shí)現(xiàn),規(guī)范內(nèi)部管理,促進(jìn)飯店發(fā)展有著重要的作用。因而本研究對(duì)華湘飯店進(jìn)行了戰(zhàn)略性的人力資源規(guī)劃研究,內(nèi)容主要為六個(gè)方面：人力資源需求總量、內(nèi)部人力供給預(yù)測(cè)、戰(zhàn)略人才需求預(yù)測(cè)、戰(zhàn)略人才供給預(yù)測(cè)、戰(zhàn)略人才質(zhì)量與結(jié)構(gòu)配置、人力資源規(guī)劃戰(zhàn)略的實(shí)施保障。 首先通過(guò)進(jìn)行訪談和調(diào)研,了解了其人力資源管理現(xiàn)狀,并結(jié)合飯店未來(lái)五年的發(fā)展戰(zhàn)略,對(duì)華湘飯店人力資源進(jìn)行了SWOT分析,并制定了未來(lái)五年的人力資源規(guī)劃戰(zhàn)略。接下來(lái),對(duì)華湘飯店整體人員、部門人員和管理人員、技術(shù)人員、銷售人員的職位結(jié)構(gòu)、年齡結(jié)構(gòu)和學(xué)歷結(jié)構(gòu)進(jìn)行了分析,并探討了為了促進(jìn)飯店發(fā)展戰(zhàn)略目前人員結(jié)構(gòu)存在的問(wèn)題,并運(yùn)用灰色神經(jīng)網(wǎng)絡(luò)模型和馬爾可夫模型對(duì)華湘飯店五年后的人力資源需求和供給情況進(jìn)行了預(yù)測(cè)分析,結(jié)論如下：預(yù)計(jì)到2015年,(1)總量上,人員總計(jì)需求764人,供給368人,供小于需；(2)部門上,董事會(huì)成員供需平衡,財(cái)務(wù)部供給大于需求,其余部門人員供給小于需求；(3)管理人員上,高層管理者供需平衡；中層管理人員供大于需；基層管理人員供小于需；(4)設(shè)計(jì)人員上,設(shè)計(jì)技術(shù)員、工程技術(shù)員和一線服務(wù)技術(shù)員均供小于需；(5)銷售人員上,銷售經(jīng)理供需平衡,銷售副經(jīng)理、國(guó)內(nèi)業(yè)務(wù)員和國(guó)外業(yè)務(wù)員供小于需。 基于以上預(yù)測(cè)結(jié)論,再結(jié)合華湘飯店人力資源規(guī)劃戰(zhàn)略和人力資源管理中的問(wèn)題,筆者從部門人員和戰(zhàn)略人才的數(shù)量、質(zhì)量、結(jié)構(gòu)和配置上作出了未來(lái)五年方向性的人力資源規(guī)劃,并提出了五個(gè)人力資源規(guī)劃有效執(zhí)行的保障措施：組織自上而下的認(rèn)可、完善的組織機(jī)構(gòu)、完善的人力資源管理體系、完善的人力資源管理信息制度和動(dòng)態(tài)的評(píng)估機(jī)制。文章的最后,指出了本研究的創(chuàng)新點(diǎn)、局限及對(duì)未來(lái)進(jìn)一步的研究方向。
[Abstract]:With the rapid development of the hotel industry, if the hotel wants to gain a place in the fierce competition, it must enhance the internal management and enhance the competitive ability, and the human resource planning can promote the realization of the hotel strategy and standardize the internal management. The promotion of hotel development plays an important role. Therefore, this research has carried on the strategic human resources planning research to the Huaxiang Hotel, mainly includes six aspects: the human resource demand total quantity, the internal manpower supply forecast, the strategic talented person demand forecast, the strategic talented person supply forecast, Strategic talent quality and structural allocation, human resources planning strategy implementation guarantee. First of all, through interviews and research, we understand the current situation of human resource management, and combine the development strategy of the hotel in the next five years, carry on the SWOT analysis to the human resources of Huaxiang Hotel, and formulate the human resource planning strategy for the next five years. Next, it analyzes the position structure, age structure and educational background structure of the overall personnel, department personnel and management personnel, technical staff, and sales personnel of the Huaxiang Hotel. In order to promote the hotel development strategy, this paper discusses the problems existing in the current personnel structure, and uses the grey neural network model and the Markov model to forecast and analyze the human resource demand and supply of Huaxiang Hotel after five years. The conclusions are as follows: (1) the total personnel demand is 764, and the supply is 368, which is less than the demand by 2015; (2) in departments, the supply and demand of board members is balanced, the supply of finance department is greater than the demand, the supply of personnel in other departments is smaller than the demand; (3) in the management, the balance of supply and demand of senior managers, the supply of middle managers is greater than the demand; (4) Design technicians, engineering technicians and front-line service technicians are provided for less than needs; (5) in sales personnel, the balance between supply and demand of sales manager, assistant manager of sales, domestic salesman and foreign salesman are less than need. Based on the above prediction conclusion, combined with the problems in the human resource planning strategy and human resource management of Huaxiang Hotel, the author analyzes the quantity and quality of the department personnel and strategic talents. The structure and configuration of human resources planning for the next five years, and put forward five effective implementation of human resources planning safeguards: organization from top to bottom recognition, perfect organization, perfect human resources management system, Perfect human resource management information system and dynamic evaluation mechanism. Finally, the paper points out the innovation, limitation and future research direction.
【學(xué)位授予單位】：湖南師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F719;F272.92

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本文編號(hào)：2356186