本文關(guān)鍵詞：山西旅行社員工流動(dòng)的不利影響及對(duì)策研究　出處：《山西大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 員工流動(dòng) 人力資源管理 激勵(lì)機(jī)制

【摘要】：二十世紀(jì)九十年代以來(lái),旅游業(yè)出現(xiàn)了迅猛的發(fā)展勢(shì)頭,同時(shí)對(duì)國(guó)民經(jīng)濟(jì)產(chǎn)生了巨大的推動(dòng)作用。面對(duì)日益激烈的市場(chǎng)競(jìng)爭(zhēng),作為旅游業(yè)三大支柱產(chǎn)業(yè)之一的旅行社,除了靠自身硬件設(shè)施之外,更多的要靠管理水平和服務(wù)質(zhì)量來(lái)取得長(zhǎng)遠(yuǎn)的發(fā)展,而這些軟件歸根到底要靠旅行社人才來(lái)體現(xiàn)。旅行社的競(jìng)爭(zhēng)實(shí)質(zhì)是人力資本的競(jìng)爭(zhēng)。一家優(yōu)秀的旅行社要懂得使用人才、管理人才、留住人才,減少員工不合理的流動(dòng)給企業(yè)帶來(lái)的損失,才能在市場(chǎng)競(jìng)爭(zhēng)中占據(jù)有利地位。 勿庸置疑,山西擁有極為豐富的自然和歷史文化資源,是旅游資源大省,但卻不是旅游強(qiáng)省。旅游專業(yè)人才相對(duì)匱乏,特別是旅行社在缺乏人力資源理念的前提下,對(duì)員工的重視程度不夠,導(dǎo)致旅行社員工更替頻繁,嚴(yán)重影響了旅行社的經(jīng)營(yíng)和效益。 基于此,本文運(yùn)用在MBA學(xué)習(xí)期間掌握的人力資源理論以及管理學(xué)和心理學(xué)等相關(guān)理論,并通過(guò)實(shí)地走訪和發(fā)放四百多份調(diào)查問(wèn)卷,對(duì)山西省內(nèi)不同地區(qū)的二十多家旅行社進(jìn)行深入的調(diào)查研究。在對(duì)調(diào)查數(shù)據(jù)整理、匯總后得出山西旅行社人員流動(dòng)的特點(diǎn),即女性員工、年輕員工、高學(xué)歷員工以及一部分中層領(lǐng)導(dǎo)流動(dòng)嚴(yán)重,實(shí)習(xí)生和臨時(shí)工流動(dòng)嚴(yán)重。繼而從理論高度深入分析員工大量流動(dòng)給旅行社帶來(lái)的直接和間接不利影響以及導(dǎo)致員工大量流動(dòng)的外部原因和內(nèi)部原因,其中經(jīng)濟(jì)發(fā)展水平、行業(yè)收入水平、旅游行業(yè)因素、社會(huì)保障制度及旅游者的因素為外部原因,旅行社因素和員工個(gè)體因素是內(nèi)部原因。最后提出解決員工大量流動(dòng)的對(duì)策,一方面營(yíng)造旅行社發(fā)展的外部環(huán)境：完善法律法規(guī)制度；加大勞動(dòng)監(jiān)察力度；提供政策支持；營(yíng)造和諧職業(yè)氛圍；加大旅游業(yè)正面宣傳。一方面加強(qiáng)旅行社的內(nèi)部管理：重視對(duì)人力資源的管理；建設(shè)良好的企業(yè)文化；建立完善的激勵(lì)機(jī)制；注重對(duì)員工的職業(yè)生涯規(guī)劃等。通過(guò)本文的分析研究,力圖為政府的宏觀決策和旅行社的員工管理提供借鑒。
[Abstract]:Since 1990s, the rapid development of tourism has emerged, at the same time to the national economy has a huge role in promoting the face of increasingly fierce market competition. As one of the three pillar industries of tourism, travel agencies rely on their own hardware facilities, more rely on the level of management and service quality to achieve long-term development. The essence of the competition of travel agencies is the competition of human capital. An excellent travel agency should know how to use, manage and retain talents. Only by reducing the loss caused by the unreasonable flow of employees can we occupy a favorable position in the market competition. There is no doubt that Shanxi has a very rich natural and historical and cultural resources, is a province of tourism resources, but not a strong tourism province, tourism professionals are relatively scarce. Especially under the premise of lacking the concept of human resources, the travel agency pays less attention to the staff, which leads to frequent turnover of the staff, which seriously affects the operation and efficiency of the travel agency. Based on this, this paper applies the theory of human resources, management and psychology that we master during MBA learning, and through field visits and distribution of more than 400 questionnaires. More than 20 travel agencies in different areas of Shanxi Province in-depth investigation and research. In the survey data collation, summed up Shanxi travel agency staff mobility characteristics, that is, female employees, young employees. Highly educated employees and some middle-level leaders are highly mobile. From the perspective of theory, this paper analyzes the direct and indirect adverse effects of the large amount of staff mobility on travel agencies, as well as the external and internal reasons leading to the large turnover of staff. Among them, the level of economic development, industry income level, tourism industry factors, social security system and tourist factors are external reasons. The factors of travel agency and individual staff are internal reasons. Finally, the author puts forward some countermeasures to solve the problem of large turnover of staff, on the one hand, to create the external environment for the development of travel agency: to perfect the system of laws and regulations; Strengthening labor supervision; Providing policy support; Create a harmonious professional atmosphere; On the one hand, strengthen the internal management of travel agencies: attach importance to the management of human resources; Building a good corporate culture; Establish perfect incentive mechanism; Through the analysis and research of this paper, the author tries to provide reference for the macro decision of the government and the staff management of travel agency.
【學(xué)位授予單位】：山西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F592.6

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