2008 International Seminar on Future Information Technology and Management Engineering
Innovation Research of the Human Resource Management in Hotel
JIANG Hua, SUN Yonghao, WU Xuyan
School of Economics and Management,
Hebei University of Engineering, Hebei, HanDan, 056038, China
jh7424835@163.com
Abstract
Human resource management is fountainhead of
gaining competitive power for the hotel. Therefore, the
innovation of the human resource management is
premise and foundation for the hotel to obtain the
competitive advantage ， and it is also the important
guarantee of maintaining its competitive advantage and
the realization of sustainable development. The talents
of the hotel are the pusher of the innovative activities of
hotel. Neglecting the innovative research of the human
resource management to the hotel will cause the hotel
economic efficiency being low and the hotel’s
sustainable development being immersed in trouble.
Through introducing the characteristics of the human
resource management and researching the problem of
the human resource management in China hotel, this
article not only gave us a great many countermeasures
to promote the human resource management’s
innovation, but also gave the hotel an inspection system
of developing the human resource management to the
hotel, which is useful and effective to the development of
the hotel.
1. Introduction
The human resources management which is an
emerging management fast developed in recent years.
The hotel human resources management theory mainly
relays on the basic principle of the human resource and
unifies the actual situation of the hotel profession to
take the human as the key aspect. Also through the
management science and the psychology, we summarize
1.2 The reward, the incentive mechanism and
the performance appraisal of the staff in hotel
The fair theory should be paid great attention in hotel
to the human resource management, especially in the
performance appraisal and the reward designing. When
carrying on the performance appraisal to the staff, what
mainly follows is the objective management.
978-0-7695-3480-0/08 $25.00 © 2008 IEEE
DOI 10.1109/FITME.2008.49
the human resource management theory.
When carrying on the human resource management,
hotels mainly carry on the analysis of the overall
business strategy, predict the human resources situation
and carry on the system arrangement according to the
human resource demands. Such as the theory of the
balance between supply and demand principles in the
economics (tab.1).
In details, the theory includes the method of demand
analysis (NHR=N+H-C) and the method of succeeded
card.
A Supplying curve of the human resource
B Demanding curve of the human resource
1.1 The main theory of the hotel personnel
selection
The management sequencing and the standardized
request in hotel are very strong. The foundation of the
hotel management is the institution management, which
requests that all levels of personnel in hotel strictly
carry on the system work, insisting standardized, the
institution and the sequenced principle. According to
this management characteristic of the hotel, the hotel
will carry on the basic supposition analysis of the
human before the selection of the personnel. Current
many domestic hotel mainly stresses on X theory when
selecting the personnel, thinking that only the staff
under the powerful system’s restraint, can they follow
the careful working routine in order to be able to
guarantee that the normal work of the hotel.
2 Characteristics of the human resource
management in the contemporary hotel
2.1 Paying great attention to the quality of the
talents
The key of the hotel management is the managerial
talent’s construction. The hotel management overseas
pays great attention to the talent’s quality of the hotel
management. What our country is different from is the
oversea hotel must be much stricter to the
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administrative personnel on the school records and the
experience requests and very strict in the quality and the
management level. On the contrary, the domestic hotel
pays great attention to the experience.
2.2 Paying great attention to the localization of
the labor
When entering the other country market, the
localization is very important to the oversea hotel about
employing labors. Particularly when they enter in the
developing country market, they can use the
inexpensive labors, which is also the oversea hotel’s
inevitable choice. At the same time, this is also the
correct choice which the hotel goes out from the region
to the word.
2.3 Paying great attention to the enterprise
culture and the training
The hotel originally takes the standardization and the
standardized service as the key characteristic, but the
idea of the human resource management makes the
hotel pay great attention to the person’s factor, which
means that they pay great attention to the person’s
training, the education, and the construction of the
enterprise culture.
2.4 Paying great attention to the staff's
standardized management
The human factor is very big to the quality of the
hotel, so the staff’s standardized management is the
most effective and the direct control method to the hotel.
Therefore, we could discover that the foreign capital
hotel and the joint capital hotel must be much stricter
than the domestic hotel.
2.5 Innovation talents are taken seriously in the
hotel
Based on the foundation of the standardized
sequencing management, the hotel paid great attention
to train the personnel’s innovative ideology, which is
also the result of the hotel market competition. The
hotel not only opens the market with the tradition
service items, also pays great attention to the
personalized service, which causes the hotel paying
great attention to the innovative talents.
3 Problem of the human resource
management in China hotel
The human resource management in hotel is the key
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factor to survive and develop in the intense market
competition. The human resource management of the
hotel in our country work is not only ideal, but also
many anxious problems are existed. Having analyzed
the present situation of the human resource management
in hotel carefully, we can get that there are mainly the
following several problems.
3.1 The narrow scope and the weak plan in
hotel human resource management
The narrow scope and the weak plan in hotel human
resource management are the main problem. Although
many hotels have already changed name of the original
department into the human resource department, but its
virtual influence actually has not been changed. The
function of the hotel human resource’ department has
limited in the former personnel management. At the
same time, the hotel is lack of the plan on the human
resource.
3.2 Having not established the supply and
demand of the human resource
The market in fact is the balanced process of the
supply and demand on the human resource. As one of
enterprise’s main resource, the human resource
management must follow the market regulation. The
hotel was quite passive in human resources market,
which caused the hotel not grasping the human resource
supply. Moreover, the hotel does not carry on the market
survey of the human resource, which makes the human
resource insufficient.
3.3 The problem of the personnel selection and
talents attraction
In the process of the development on the hotel, the
human resource is the most basic factor to hotel
development. The new economy’s competition is the
talent’s competition, which has been accepted and
obtained the confirmation by most people. But there are
a lot of problems about the personnel’s selection and
talents attraction, which is also the question the hotel
needs to face with.
3.4 Potential development system of the staff
has not formed
When selecting the staff, the hotel seriously
emphasizes on the experiences of the staff and does not
emphasize on the potential development, which
immediately influences the operation effectiveness of
the human resource in hotel.
3.5 problem of the training to the staff
 The hotel’s training is a key job, which relates the
survival and the development of the hotel. Although this
work in the hotel was considered, actually it cannot be
implemented effectively in the practical operation.
4 Countermeasures of solving the problem
in the hotel
According to the problems of the hotel, we can deal
with them as follows.
4.1 Establishing the inside and outside selection
system comprehensively
The hotel personnel selection mainly includes the
employment advertisement and talents introduction,
which not only includes the personnel’s choice, but also
includes holding the talents. The hotel’s human resource
development and the management are a complex system
engineering, which shoulders the prosperity and decline
of the enterprise. In the process of the employment
advertisement, the hotel should pay great attention to
the following several aspects.
(1) The employment advertisement
When carrying on the employment advertisement, the
hotel mainly issues the employment advertisement
through the corresponding media. Therefore, we should
adjust the content and the form of the advertisement in
order to achieve the food effect in time. Especially, the
Designing is the very major role to this item.
(2) The recommendation of the internal staff
Through the internal staff recommendation, the hotel
can select the talents. The human resource management
department of the hotel can often announce the hillock
situation according to the interior situation in the hotel,
which can give the hotel a good method to get the
4.3 Setting up the potential development idea of
the staff
The hotel environment and the potential development
of the staff are very important to the hotel, which is also
positive to the staff, simultaneously also increases the
sentiment of the staff to the hotel. Incentive is the
certain condition to meet demands of the staff. In this
process, we can adopt the appropriate method to achieve
the potential development of the staff. The modern
enterprise esteems the team spirit, which is the effective
safeguard. The team and individual ability is inseparable,
which can advocate the team spirit to enhance the
development of the hotel.
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talents.
4.2 Changing the measures of attracting and
detaining talents
Implementing the talents strategy is the best choice
for the hotel development. Concrete measures are listed
in following several aspects.
(1)Enterprise keeps person in the hotel
Each staff has anticipated and the expected the work
which they engaged, also hoped that the hotel was
developed unceasingly. The hotel should formulate the
achievable goal for every staff. Taking the work as the
important thing is the task of the stuff, which is also the
efficient path for the stuff to realize their will.
(2) Training is the biggest welfare to give talents
The hotels should pay attention to train the talents so
that we can attract and detain the talents. The
opportunity of training enables the talents to have
unceasingly substantial body and display the potential.
Different from other kind of welfare, training can
unceasingly enhance quality of the talents.
(3)Developing the role of every talents
In the process of the human resource disposition, we
must provide the place which the outstanding stuff most
needs. When the individual goal of the staff' is
consistent with the organization goal, the individual
ability may obtain a bigger display and his post can be
the biggest to his attraction. It is not wise for the hotel
about only paying great attention to spend on training,
but not paying great attention to develop the talent’s
role.
(4)Keeping the share-holding and the stockholder’s
rights of the staff
Implementing the share-holding of the staff can make
the relationship between the staff and the hotel.
Simultaneously, implementing the stockholder’s rights
to the talents will safeguard the hotel, which will be
advantageous in the enthusiastic display of the staff, and
also will be advantageous in detaining the talents.
4.4 Exporting the training method of the hotel
The training system’s configuration is different from
the various hotels, but the overall frame is consistent
(tab.2).
A Secretary of the human resource department B
Training manager C Training governor D Employing
labor department E Training clerk F Department leader
G Stuff
The training work of the hotel needs to pay great
attention to the result of the feedback, which is
advantageous to enhance the training work. Generally
the inspection method of the result is mainly inspection,
the skill competition after the training inspection.
 After analyzing the above measures of developing the
human resource management and establishing the
inspection system, we should establish an inspection
system to examine the results for the hotel. According to
the principles of establishing the inspection system, we
should deal with the problems of the complexity and the
accuracy the inspection system contains several
modules (from tab. 3) as follows.
5.1 Information acquisition
Information acquisition means the hotels should
collect the information of developing the human
resource management on the innovation, which must be
complete so that the inspection is accurate and helpful.
5.2 Generalized analysis
Generalized analysis means that the hotels should
analyze the information, and then the information
should be selected according to the different kind so that
the inspection can be made easily.
5.3 Synthesis analysis
The module of the connected analysis includes model
of ATMA, model of ANN, model of ATCH, which
calculates the results of developing the human resource
management from the related samples according to the
relativity. The indefinite analysis contains the fuzzy
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Tab.1 the theory of the balance between supply and demand principles
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inference and the neural network, which deals with
non-quantificated parameter, also called the
non-correlated dates. According to the using of the
fuzzy inference and the neural network, we can examine
the results of the non-correlated samples. Lastly, the
generalized analysis should be made, which is very
important to the inspection system.
5.4 Result outputting
According to the generalized analysis, the hotel can
get the actual situation of developing the human
resource management which is useful to the hotels.
6 Conclusion
Through the above analysis, we could get an effective
method to developing the human resource management
based on the innovation. The effective human resource
management is very important to the sustainable
development of the hotels. Only the hotels realize this
item and take action, can they develop effectively and
efficiently. This article gave the hotels a great many
useful measures to develop the human resource
management based on the innovation, which is the
foundation of development. Meanwhile, the inspection
system gives the hotels a method to develop the human
resource management and promote the development of
the hotels.
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 Tab.2 The training system
B

C D
A

E F

Tab.3 the inspection system

A B

D E F G H

I J

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