五星级经济型酒店员工流失问题的扎根理论研究——以杭州B酒店为例  

Grounded Theory Research on Staff Turnover in Five-star Economic Hotels——A Case Study of Hangzhou B Hotel

作　　者：罗既白 陆圆圆 LUO Ji-bai;LU Yuan-yuan(Guilin Tourism University,Guilin 541006 China)

机构地区：[1]桂林旅游学院,广西桂林541006

出　　处：《科技创新与生产力》2022年第7期92-95,共4页Sci-tech Innovation and Productivity

摘　　要：本文以杭州B酒店为例,运用扎根理论分析五星级经济型酒店员工流失问题,发现酒店员工流失主要受招聘制度、绩效考核制度、培训制度、福利制度等酒店内部因素,家庭、年龄、追求等个人因素,刻板印象、激烈的行业竞争等社会因素影响。建议酒店在招聘方面加大培训力度,提升招聘人员的专业技能;在绩效考核上,对一线部门和二线部门的考核内容要有区分和侧重;在福利上,实施弹性福利计划;在培训上,将管理开发培训与专业技能培训充分结合;在宣传上,营造良好的酒店职业形象;在情感上,增强对员工的人文关怀,实现情感留人。Taking Hangzhou B Hotel as an example,this paper uses grounded theory to analyze the staff turnover of five-star economic hotels,finds that the hotel staff turnover is mainly influenced by internal factors such as recruitment system,performance appraisal system,training system and welfare system,personal factors such as family,age and pursue,and some social factors such as stereotype and fierce industrial competition.It is suggested that the hotel should reinforce the training to improve the training skills of recruiters in the aspect of recruitment,differentiate and emphasize the assessment content of the first-line department and the second-line department in the aspect of performance appraisal,implement the flexible welfare plan,fully combine the management development training with professional skills training,create a good hotel professional image in the publicity,and enhance the humanistic care to retain the staff by emotion.

关 键 词：员工流失 扎根理论 酒店 弹性福利 技能培训 

分 类 号：F719.2[经济管理—产业经济] F272.92