Focus on Female Hoteliers: A Brief Talk on Human Resource Management of Female Hotel Staff
The author believes that the human resource management of female employees in the hotel industry mainly has the following problems:
01
Female employees work harder
As a service industry, hotels require employees to be customer-centric in their work, so they cannot have regular work and rest time like other industries, especially among most front-line employees, each hotel implements a three-shift work system. The intensity is high, and the female employees are very hard working. In some hotels with insufficient human resources, female employees are more labor-intensive. In the peak season of hotel operation, the task of large teams or conference reception is very heavy, and the workload of female employees is doubled and the working hours will be extended.
02
Higher attrition rate of female hotel staff
The hotel industry is a labor-intensive industry. Most female employees are mainly distributed in the most basic positions such as front office, guest room, and catering, and their salaries are generally low. In addition, influenced by traditional concepts, many people believe that the service industry is always inferior. These have seriously affected the occupational stability of female hotel employees. Of course, the lack of humanistic care and institutional defects in hotels will also lead to the loss of female employees.
03
Not enough training for female employees
Many hotels have not formed a standardized training system and continuing education system. After the newly recruited employees enter the hotel, the human resources department and various departments will provide them with necessary service skills training according to the job requirements, but there is little on-the-job training and re-education for employees, and there is even less training specifically for female employees. less.
04
Fewer career development plans for female employees
When female employees work in hotels, the human resources department will guide and help them formulate long-term work goals and career development plans, but pay less attention to the impact of gender differences on their careers. For example, women’s own physiological characteristics, especially during pregnancy and breastfeeding, require a long time off, which will undoubtedly affect the future development of work and personal in the hotel. Once many female employees get married and have children, it may mean leaving the hotel and switching to other industries. It is precisely because of this that female employees will be restricted in their career development and cannot or will not be able to work in hotels for a long time. Therefore, hotels need to carry out career development planning for female employees to provide support and guarantee for the development of female employees, so that female employees can Work in the hotel stably for a long time and get a good harvest in both family and career.
Countermeasures and suggestions
In view of the above problems, the author proposes the following countermeasures for reference:
01
Take measures to improve the psychological capacity of female employees
Due to the influence of social and traditional cultural factors, female employees working in the hotel industry sometimes face greater mental pressure. In addition, due to the monotonous working environment, long working hours, irregular life rhythm, low wages and salaries, etc., it is easy to produce psychological fatigue or psychological obstacles. The above situation requires the hotel to take measures to improve the psychological endurance of female employees, so that they not only recognize their own advantages, but also firmly believe in the value of hotel work, so as to better promote their career development.
02
Design training courses and training systems for female employees
Training courses for female employees should include temperament and cultivation, language expression and communication, service skills, management capabilities, etc. In addition, the hotel human resources department should adopt targeted training methods for female employees of different cultural levels, and gradually improve the training courses and training system. Continuous training can not only improve the overall quality and ability of female employees, but also enhance the vitality and competitiveness of the hotel itself.
03
Strengthen the training of high-quality female professionals
Hotels should formulate a corresponding training system, rely on school-enterprise cooperation, and rely on school teachers to make on-the-job training for female employees scientific and regular. of female professionals.
04
Improve and perfect the employment mechanism
Salary is one of the main concerns of female hotel employees. At the beginning of recruitment, hotels should formulate a scientific and reasonable salary system for female employees, and recruit suitable female talents based on this. At the same time, after female employees are hired by the hotel, the human resources department will also give salary increases and benefits based on individual performance at different stages to ensure the stability of the female workforce. For those female employees who meet the job requirements, love hotel work and have development potential, the hotel should provide better development opportunities. In addition, hotels should provide comprehensive social security for female employees, so as to relieve the worries of female employees caused by marriage and childbirth. Finally, hotels should start from their own business goals, accurately position female employees, develop and manage female human resources with a sustainable perspective, so that female employees can fully feel their own value and status, so as to effectively play their own role. Advantage.