当代国际酒店管理原文.doc

International Journal of Contemporary Hospitality ManagementMany hotel managers dont attach importance to human resource development and dont understand this well. Effective personnel training and recruitment systems are not available, which causes trouble in attracting talents. In recruitment, the existing problems are too much evaluation criteria, lack of proper criteria, unclear criteria, which result in unclear job descriptions, and the company fail to find a good match. The selection approach is also important, the employer should separate talents from common candidates. To attract a large number of talents of hospitality, the hotels should determine what type of talents they are looking for and how to offer staff with great career prospect, then develop their own talent criteria. Then the companies analyze talent and distinguish from other candidates, so as to develop corresponding recruitment program. At the same time, the companies should look for future staff with various approaches and methods, the hold proper interviews and select outstanding interviewers who are capable of assessing candidates objectively, so as to find right person for the organizations. Meanwhile, good corporate culture is helpful in in retaining talents.Today, the hotel and tourism industries are developing more and more rapidly in China. “It is the rapid increase in the number of hotels resulted in increasing demand for qualified employees. Yet, Chinas hotels are facing serious human resources challenges including shortage of qualified staff, high-staff turnover and the unwillingness of For a hotel, how to attract excellent talents to ensure long-term survival and continued development of the business is a critical issue for every hotel in fierce competition. In this thesis, I analyze on hotels concept of talent, talent appraisal and corporate culture, and explore how to attract management ta The hotel industry is a labor-intensive service industry, it supply services, therefore, the competition on human resources is critical to the survival and development of hotels in fierce competition. “Superior talent is increasingly recognized as the prime source of sustainable competitive advantage in high performance organizations.” The hotel talents refer to those important employees who work for hotels and are well equipped with rich experience and certain skills and concept. They may be senior technical engineer, foreman or supervisor, they are critical to the development and growth of these hotels. According to a survey, more than 60% of the graduate students whose major is hotel management are not engaged in the field, and the talents are in short supply. So in recruitment process, hotels should develop a set of reasonable and effective recruitment program to attract outstanding professionals. And in the increasingly competitive hotel industry, how to hire outstanding talents? Understanding the existing problems in recruit process in the field and developing reasonable employment plan are the key points.1.Two major issues affecting effectiveness of recruitment of hotel talents1. Evaluation CriteriaFor most companies, lack of careful analysis of evaluation criteria of employment decisions for top talents is the key reason for ineffective recruitment. The problems are as follows:（1）Too much evaluation criteriaSince the hotel talents take on critical positions, many companies always develop a stack of evaluation criteria to reduce risk of wrong employment decisions. But in fact, too much evaluation criteria often result in two issues: First, there is not key point in evaluation process. Second, even if evaluation on all aspects of candidate is carried out, it is also difficult to make employment decisions. It should be noted that, although we hope to find perfect talents, but in fact nobody is perfect. To some degree, all talents have their own weakness.（2）All criteria are similarAlthough all hotels are asking for talents, their requirements are different. If specific conditions of positions, corporate culture, team and business environment are ignored, and all appraisals are made based on common criteria, the hotels may find proper employees for certain positions.（3）Definition of similar is not clearIn defining evaluation criteria, most companies tend to use general language, which make the criteria unpractical. Take recruitment of senior managers for example, many people think that great communication skill is a must. What is communication skill? Some may emphasize that the communication ability include expressing and persuading abilities, but this do not reveal essence of the ability. Because in both global quality model and leadership model based on top executives of leading companies, communication skills is not included, instead, influencing ability is emphasized. The influencing ability is generally divided into 4 to 5 levels, the highest refers to the approach in which a third party is used to achieve goal. Those who manage to persuade others with their communication ability and persuading ability belong to the lowest. It is easy to understand that if companies hire staff based on unreasonable criteria, the effectiveness will never be great.2. Improper selection approachMany companies generally adopt structured interview. As an effective means of recruitment, the structured interviews fulfill requirements of fairness and objectivity. But it should be noted that, in order to ensure effectiveness of structured interviews, the following conditions are necessary. First, to fully consider conditions of structured interviews; Secondly, to take the characteristics of capacity assessed into consideration.2The ways to improve effectiveness of recruitment of hotel talents1 Hotels should have proper concept of talentsDue to historical and social reasons, most Chinese hotel companies generally think that talents equal to technical personnel. The narrow concept of talent result in dependence on technical personnel, and the hotels can not find its own problems, which prevent hotels from long-term and stable development. Its true that technical personnel is critical to the success of hotels, for example, some enterprises achieve great success because of technological breakthroughs. But that is not the case for most companies.Take Siemens company for example, Siemens company value talents a lot, but it do not attract all talents, on the contrary, the company has its own employment criteria in recruitment. In other words, the company not just recruit some capable staff, it also consider characteristics of candidates and their future development in the company. As a leading global customer-oriented company, the company hope new staff to be proactive and creative, and teamwork, good professionalism and good customer awareness among staff is also expected.” (the global top Human Resource Manager Zhou Sien p3). Therefore, enterprises should develop a set of their own talent criteria” on which they attract proper talents.2 Analyze talents, understand the difference between talents and othersThe best people really are different from the rest, not only in how they perform on the job, but also in how they look for new jobs and the criteria they use to accept one offer over another.” The factors top talents consider are different from common candidates. In recruitment process, interviewees generally take salary and location into consideration, for top talents, they pay more importance to career prospect, opportunity and ideal development environment, including career planning and promotion possibility.“The ease by which customer service skills can be transferred to other industries means that highly valued hospitality employees can easily seek jobs elsewhere”3 Make recruitment plan accordingly（1）Select interviews in various approaches and waysOutstanding management talents are generally quite scarce, traditional recruitment approaches may be ineffective. Companies may try to hire professional headhunting firm or find suitable staff through reference of professors and scholars from universities, since those persons can help employers improve efficiency in the recruitment.（2）Clear employment standards are basis of improvement of recruiment efficiencyAs mentioned earlier, many companies fair in recruitment because of clear criteria for employment of top professionals, so clear employment criteria is the basic requirement. Research on improvement of recruitment efficiency of top executives is becoming more and more important. “ Talent management is a multi-faceted concept that has been championed by HR practitioners, fueled by the war for talent and built on the foundations of strategic HRM. It may be viewed as an organizational mindset or culture in which employees are truly valued; a source of competitive advantage; an effectively integrated and enterprise-wide set of sophisticated, technology enabled, evidence-based HRM policies and practices; and an opportunity to elevate the role of HR practitioners to one of strategic partner.” In may cases, companies need to recruit top executives in the market, how to select senior managers is a challenging issue for employers, and how to assess the their abilities is more difficulty. Therefore, there are both general requirements and special requirements for top executives.（3）Unstructured interviews are effective in improving recruitment efficiency for talents.The definitions of unstructured interviews are various. Minichiello (1990) defined unstructured interview as interviews in which neither the question nor the answer categories are predetermined. They rely on social interaction between the researcher and informant to elicit information Those interviews which are consistent with the definition are unstructured interviews, since those interviews highly depend on knowledge, experience, ability and common sense of interviewer, their reliability and validity can not be guaranteed, and are not widely used in practice. However, the characteristics of unstructured interviews coincide with that of top talents.4、Build up and make full use of corporate cultureCorporate culture consists of several important parts: reward system, employment policies, decisions, management structure, adventurism and mechanism. ”(On Enterprise Culture LI Jia-xuan HETAO UNIVERSTIY NEWSPAPER). Corporate culture refers to code of conduct, code of ethics group consciousness, habits and customs developed from stable and independent values over a certain period of time. Organizational cultures represent the character of an organization, which directs its employees day-to-day working relationships and guides the