Analysis And Strategies On The Staff Turnover Of China’s Star-rated Hotels

Since the reform and opening up in1970s, China’s economy has developed rapidlyand the hospitality industry has also flourished. In recent years, the hospitality industry hasbecome one of the fastest growing industries of China’s economy, and taking the lead inreaching the international standard. According to data released by the China NationalTourism Administration Regulatory Division on February22,2013, by the end of2012, theamount of China’s star-rated hotels has reached13,304(not including the Closed), anincrease of1,523compared with that in2010. However, the hospitality industry has beenfacing a high staff turnover rate, which has seriously hindered the further development.High staff turnover rate will cause human resources crisis and also increase hotel operatingcosts, affecting the quality of hotel service even leading to the disclosure of trade secrets.In the author’s opinion, the effective way to improve hotel’s core competitiveness andpromote continuous and effective development is to control the hotel staff turnover withina reasonable range and avoid the loss of key employees to achieve the best allocation ofhuman resource.Taking a number of nationwide star-rated hotels as the research object, the papercollected a large amount of true and reliable data by adopting the method of fieldinterviews and questionnaires. Then the paper applied the relevant theories of humanresources and management to analyze the reasons of star-rated hotel’s high staff turnoverrate, which mainly included: staff’s personal factors, such as gender, age, marital status;factors related to corporate, such as corporate culture, unreasonable salary system,inadequate promotion mechanism, dogmatic management system; and social factors, suchas low social acceptability. Accordingly, in order to improve the human resourcemanagement of national star-rated hotels, as well as to retain staff, this paper has proposeda number of countermeasures and suggestions, including strengthening corporate cultureconstruction, establishing staff-oriented management philosophy, creating goodcommunication mechanism, reasonable salary and promotion system.