中外饭店人力资源管理模式比较及启示

Comparison and Enlightenment of Human Resource Management Mode Between Chinese and International Hotels

人力资源是饭店企业持续竞争之源,是饭店最重要的核心资源之一。从世界范围内看,比较成熟又具有鲜明特色的人力资源管理模式主要有日本模式和美国模式。我国饭店业无论是在人力资源配置方式、员工培训,还是在薪酬管理、员工激励等方面都与发达国家存在较大差距。我国应在学习国外先进管理经验的基础上,结合国情及企业自身特点发展创新,树立以人为本的观念,在严格制度化管理的同时注入人情化管理,多口进入,快速提拔,促进人才成长。要从战略高度出发,进行切实有效的培训,真正建立起适应企业特色、时代特点和员工需求的激励体系,激发员工的潜力和工作热情,提高企业的竞争力。

Human resources is the root of constant competition and one of important core resources in hotel industry. In the whole word, the mature and distinctive human resources management is Japanese and American modes, a large gap still exist Chinese hotel industry with developed countries in both allocation mode of human resources, personnel training, and salary management and personnel incentive. We should learn advanced management experience from developed countries fast, develop Chinese hotel according to our national situation and its features, hold people-oriented idea-taking humanism as well as system management, and multiply introduce, promote, and develop management talents. Furthermore, we should take effective training, build proper incentive system fit for the enterprise, the age, and personnel demand, encourage personnel＇s working enthusiasm, and increase the enterprise competitiveness.