彭布羅克郡是威爾士西南部的一個縣。它毗鄰卡馬森郡東部和錫爾迪到東北。此外，該縣是家庭式的彭布羅克郡海岸國家公園，是英國唯一的沿海國家公園和占據(jù)了威爾士三個國家公園之一，被斯諾多尼亞和布雷肯比肯斯國家公園還要大。此外，在考察這一總體增長與增加前往旅游景點在英國拍攝數(shù)相關景點報道，作為來自天測量訪問調(diào)查。雖然這個調(diào)查報告稱，2014年（-7％），，旅游一日游為一體的數(shù)量減少，報告的一日游景點增加了9％。此外，還有來自國外的節(jié)日走訪英格蘭+ 9％的提升。相反地，并連夜國內(nèi)度假旅游的人數(shù)下降了2％。在Coolyl娛樂公園的情況下，在夏季期間高峰時間。在此期間，季節(jié)性雇員雇用。在一些年來，高周轉率的Coolyl和娛樂公園的關鍵問題，從而使成本比較高。此外，季節(jié)性的工作往往是低技能這并不一定意味著員工很容易更換。這些員工的高周轉率的影響，如招聘和培訓新員工的成本和間接成本包括直接成本，如員工的專業(yè)技能喪失，降低服務質量。具有返回季節(jié)性雇員的優(yōu)點是，服務質量可以保持，增強能力可以用來在更大程度上與該員工之間的網(wǎng)絡和通信更容易;所有這些都有助于性能和組織的底線。工作流動的一個負面影響是員工之間的社交和溝通結構的破壞。這是季節(jié)性雇員特別感興趣，因為社交網(wǎng)絡和友情似乎影響季節(jié)性工人的保留。周轉和保留是同一概念的正負兩極術語，它們將被交替使用。有可能，但是，也是營業(yè)額的積極影響，如增加內(nèi)部調(diào)動，更多的機會，并在政策和實踐的變化。因此，本文想給在各自的招聘，培訓和支付報酬，并提出了一些建議。

Pembrokeshireis a county in the south west of Wales. It borders Carmarthenshire to the east and Ceredigion to the north east. In addition, the county is home to Pembrokeshire Coast National Park, the only coastal national park of its kind in the United Kingdom and one of three national parks in Wales, the others being Snowdonia and Brecon Beacons national parks. In addition, This overall increase in visits reported by attractionscorrelated with an increase in the number of trips tovisitor attractions taken in England, as measured bythe Day Visits Survey. Although this surveyreported a decrease in the number of tourism daytrips as a whole in 2014 (-7%), day trips toattractions were reported to have increased by+9%. In addition, there was a +9% uplift inholiday visits to England from abroad. Conversely, and the number of overnightdomestic holiday trips fell by -2%. In the case of CoolylandEntertainment Park, it is peak time over the period of the summer. During this period, seasonal employees are employed. Over the some years, the high turnover rates are key issues for the Coolyland Entertainment Park, so that the costs are comparative higher. In addition, seasonal work is often low skilled which not necessarily means that employees are easy to replace. High turnover rates among these employees affect both direct costs such as recruiting and training new employees and indirect costs such as a loss of staff expertise and reduced service quality. Advantages of having returning seasonal employees are that the service quality can be maintained, empowerment can be used to a larger extent and that the networking and communication among the employees is easier; all of which contributes to the performance and bottom-line of an organization. One negative effect of job turnover is the disruption of social and communication structures among the employees. This is of special interest for seasonal employees as social network and camaraderie seem to influence retention among seasonal workers. Turnover and retention are terms for the positive and negative poles of the same concept and they will be used interchangeably. There may, however, also be positive effects of turnover such as an increased internal mobility, more opportunities and changes in policy and practice.Therefore, this article would like to give some recommendations on the respective of the recruitment, training and payment and reward.

Recruitment招聘

Well planning is a key process of the recruitment. Before the recruitment, the strategy on how many employees are qualified in the positions, what criteria is designed for the positions (work experience, academic degrees and qualifications) and pay attentions to employees’ personalities (respect to the customers and teamwork). In the hardship of the seasonal staff, recruitment is quite importantstrategy in the human resource planning. 
There are five recommendations regarding to the recruitment for CoolylandEntertainment Park. Firstly, start recruiting Early is the primary recommendation; the company is not the only employer looking to hire seasonal talent. So if the Park waits too long, probably too late. By putting off seasonal recruiting, the park could miss out on reaching the best candidates; secondly, updatingjob postings is quite useful; if using a previously written job posting, make sure it’s accurate and up to date. Change the title to reflect that it’s seasonal; choose job type categories that relate to seasonal or temporary employment; and add appropriate holiday or seasonal hiring phrases as tags. When it comes to the body of the posting, you might consider shadowing a current employee in the position to get a genuine perspective before writing. By communicating expectations clearly, the park can more effectively reach candidates looking for seasonal work and help reduce turnover later in the season; thirdly, investing in the right sources is important that deciphering which channels are best for tapping seasonal talent is really dependent upon current recruiting mediums. Whether rely on a career site, display ads, niche boards, college recruiting or referrals. Identify which channels are the most successful for reaching seasonal job seekers and investment budget dollars accordingly; fourthly, considering tools for managing a talent community for yearly seasonal hiring is important If your organization hires more than a handful of seasonal workers each year, the park could benefit from investing in software that helps recruiters organize their candidate pipeline. A talent community helps recruiters collect and manage candidates so they can keep in touch with last year’s seasonal hires and attract them back year after year. And possibly leverage them for referrals in the future; fifthly, givingpreference to returning seasonal employees is useful; the park may have several temporary employees who plan on returning next season. Make these candidates first choice when this time comes around again next year. Doing so can help streamline hiring for the next holiday season while allowing focus on recruiting more quality candidates like them.

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