An Analysis Of The Problems And Countermeasures Of Post-90 Employee Turnover In State Owned G Hotels

Post-90 s employees have gradually entered various industries and fields of society in batches and stages,and have become the main force of entrepreneurship.However,in most underdeveloped areas,the concept and method of corporate management are not fitted in with the values and outlook on life of post-90 s employees.As a result,the loss of post-90 s employees in the hotel is prominent,which not only wastes the cost of the company’s investment in personnel fostering,but also affects the integral stability of staff,which is not conducive to the healthy development of the company.Based on the reality of underdeveloped areas,my paper aims to deeply analyzes the turnover of post-90 s employees and its causes.On this basis,it puts forward practical and instructive management countermeasures to alleviate the problem of post-90 employee turnover.This paper takes the post-90 s employees of a state-owned hotel in a five-tier city as a sample,collects data through interviews and questionnaires,analyzes the reasons for the turnover of post-90 s employees in the hotel based on the Price-Mueller turnover model.The results indicate that(1)the traditional management of the hotel does not match the values of the post-90 s employees,and the management results are unsatisfactory;(2)The salary level of post-90 s employees is low,and the incentive effect is not obvious;(3)Training courses are not targeted enough to improve the professional ability and skill level of employees;(4)Lacking of employee career development plan,unreasonable promotion mechanism;Grass-roots staff work nature is single,staff satisfaction is low.Based on the performance appraisal,salary management and incentive theory,this paper puts forward a management plan suitable for the post-90 s employees of G Hotel.(1)Adjusting the management style,establishing an inclusive corporate culture,improving the investigation,feedback and other mechanisms,and timely investigating the needs of employees.(2)Formulating a mixed salary strategy and improving the salary structure and welfare system,effectively stimulating the motivation of employees to do business;(3)Establishing a sound training and development system to provide targeted training to employees at different stages;(4)Creating a diversified learning platform to improve the professional skill level of employees;(5)Expanding the career development channel for improving employee retention rate.