Study Of Win-win Application In Hotel Human Resources Management

There is a Chinese saying that, fish and bear palm, you can not get both. The challenge for human resources professionals of tourist hotels is to get both. That means the interests of both the investor and the associates must be considered at the same time. As the competition in the tourism industry becomes more and more fierce, the labor cost increases, the investors of hotels or hotel properties are more focused on the return of their investment since the resources they own and control are very limited. They demand the hoteliers, especially the human resources managers to maximize the output of the human resources input. On the other hand, with the development of national market economy, there are more and more job opportunities available. The education and quality level of labors are improving, their expectations of jobs are ascending accordingly. They are no longer contented with one job only, but seeking for continuous improvement of professions. What does this competitive challenge mean to the human resources managers It means that human resources managers have to satisfy their two main customers: the investor (or organization) and the associates. The first reason is that human resources managers serve in the system of an organization. They must ensure the smooth operation of that organization. For instance, the management activities of the recruiting, the turn-over control and the career development. The effectiveness of those activities has to be judged on how they help in enhancing the organization抯 competitiveness. Secondly, the human resources have to serve the function. That is to assist in obtaining the competitiveness of their customer: investors and associates. In a bid to obtain or establish the competition advantage, human resources managers must focus on the end result of their work, not only satisfied with having some job done. For example, they should learn how to measure the end result by creating competitive capability, not by the cornfortability of the associates. Thus, as hotel human resources managers, they have to consider how to solve the following problems: 1. How to consider the mutual interests of both sides of the employment at each stage (recruiting, turn-over control, associate satisfaction and their career development) of hotel operation within the direct control of human resources management? 2. How to assist the investors (organization) and associates to obtain their competitive capabilities?...