本文選題：高星級(jí)酒店 + 女性人力資源��； 參考：《山東大學(xué)》2012年碩士論文

【摘要】：隨著我國(guó)經(jīng)濟(jì)的發(fā)展,服務(wù)行業(yè)已經(jīng)成為我國(guó)的主導(dǎo)產(chǎn)業(yè),作為服務(wù)業(yè)支柱產(chǎn)業(yè)的高星級(jí)酒店業(yè)也得到了前所未有的發(fā)展。目前我國(guó)正處在經(jīng)濟(jì)轉(zhuǎn)軌和社會(huì)轉(zhuǎn)型的歷史性變革時(shí)期,伴隨著世界經(jīng)濟(jì)一體化以及我國(guó)經(jīng)濟(jì)結(jié)構(gòu)的戰(zhàn)略性調(diào)整,現(xiàn)代高星級(jí)酒店業(yè)作為我國(guó)朝陽(yáng)產(chǎn)業(yè)——旅游業(yè)的三大支柱之一,實(shí)現(xiàn)了劃時(shí)代的跨越,在國(guó)民經(jīng)濟(jì)中的地位和作用與日俱增。而轉(zhuǎn)型期的各種變革也對(duì)中國(guó)高星級(jí)酒店業(yè)在轉(zhuǎn)型期實(shí)現(xiàn)行業(yè)的可持續(xù)發(fā)展提出了挑戰(zhàn)。尤其是外資高星級(jí)酒店企業(yè)進(jìn)軍中國(guó)市場(chǎng),使我國(guó)的高星級(jí)酒店業(yè)面臨更大競(jìng)爭(zhēng)壓力。高星級(jí)酒店行業(yè)的競(jìng)爭(zhēng)就是人才的競(jìng)爭(zhēng),高星級(jí)酒店要持續(xù)發(fā)展,要在劇烈的競(jìng)爭(zhēng)中處于不敗之地,人力資源是關(guān)鍵。據(jù)統(tǒng)計(jì),我國(guó)高星級(jí)酒店業(yè)女性從業(yè)人員占從業(yè)人員總數(shù)的一半以上,我國(guó)從事高星級(jí)酒店服務(wù)與管理活動(dòng)的女性日益增多,占據(jù)著越來(lái)越重要的地位,因此,女性人力資源是高星級(jí)酒店業(yè)人力資源的重要組成部分,是高星級(jí)酒店的寶貴財(cái)富,她們的素質(zhì)在很大程度上決定著一個(gè)高星級(jí)酒店的整體素質(zhì)。而女性本身的生理特點(diǎn)以及在心理方面的特殊訴求,使女性人力資源的流動(dòng)越來(lái)越頻繁,高星級(jí)酒店行業(yè)女性人力資源貧瘠和人才匱乏已成為目前高星級(jí)酒店業(yè)面臨的共同難題,并已成為制約高星級(jí)酒店業(yè)發(fā)展的瓶頸。因此了解高星級(jí)酒店女性人力資源心理需求和感受,對(duì)于高星級(jí)酒店提升人力資源軟實(shí)力而言更為重要。因此,通過(guò)對(duì)高星級(jí)酒店女性人力資源敬業(yè)度情況進(jìn)行調(diào)查,真正感受她們的心理訴求,了解高星級(jí)酒店在女性人力資源管理過(guò)程中存在的問(wèn)題和矛盾,科學(xué)、有效地進(jìn)行高星級(jí)酒店女性人力資源管理,對(duì)提高高星級(jí)酒店女性人力資源的整體質(zhì)量、全面提升高星級(jí)酒店競(jìng)爭(zhēng)力具有非常重要的作用。 本文以心理需要理論和人力資源敬業(yè)度相關(guān)理論為指導(dǎo),在總結(jié)借鑒國(guó)內(nèi)外女性人力資源管理前期研究成果的基礎(chǔ)上,以高星級(jí)酒店女性人力資源為研究對(duì)象,對(duì)其敬業(yè)度狀況進(jìn)行廣泛調(diào)研,并作出深入細(xì)致的分析,發(fā)現(xiàn)高星級(jí)酒店女性人力資源敬業(yè)度測(cè)評(píng)方面存在的問(wèn)題并深入剖析這些問(wèn)題產(chǎn)生的深層次原因,同時(shí)將女性學(xué)、性別理論的相關(guān)知識(shí)融入到整個(gè)研究過(guò)程中,探索出一套切實(shí)可行的針對(duì)高星級(jí)酒店行業(yè)女性人力資源流動(dòng)的管理模式,該模式將從繼續(xù)教育、福利待遇和權(quán)益保障等方面入手,有機(jī)整合酒店、社會(huì)、個(gè)人三個(gè)環(huán)節(jié),構(gòu)建一個(gè)適合高星級(jí)酒店行業(yè)女性人力資源管理的體系。該體系具有較強(qiáng)的實(shí)踐性與可操作性,對(duì)當(dāng)前高星級(jí)酒店行業(yè)女性人力資源管理模式的改革具有較強(qiáng)的實(shí)踐指導(dǎo)作用,對(duì)高星級(jí)酒店行業(yè)高素質(zhì)復(fù)合型女性人力資源的培養(yǎng)和現(xiàn)有女性人力資源素質(zhì)的提升具有較高的應(yīng)用價(jià)值和現(xiàn)實(shí)意義。
[Abstract]:With the development of our economy, the service industry has become the leading industry in our country, and the high-star hotel industry, as the pillar industry of the service industry, has also got unprecedented development. At present, our country is in the period of historic transformation of economic transition and social transformation, accompanied by the integration of the world economy and the strategic adjustment of our economic structure. As one of the three pillars of tourism industry, modern high-star hotel industry has achieved epoch-making leaps and bounds, and its status and role in the national economy are increasing day by day. The transformation period also challenges the sustainable development of China's high-star hotel industry in the transition period. Especially the foreign high-star hotel enterprises enter the Chinese market, which makes the high-star hotel industry face more competitive pressure. The competition of high star hotel industry is the competition of talents. Human resource is the key to the sustained development of high star hotel and the invincible position in the fierce competition. According to statistics, more than half of the total number of female employees in China's high-star hotel industry, our country engaged in high-star hotel service and management activities of women are increasing, occupying an increasingly important position, therefore, Female human resource is an important part of human resource of high star hotel industry and a precious wealth of high star hotel. Their quality determines the overall quality of a high star hotel to a great extent. However, the physiological characteristics of women and their special demands on psychology make the flow of women's human resources more and more frequent. The shortage of female human resources and talents in high star hotel industry has become a common problem faced by high star hotel industry, and has become a bottleneck restricting the development of high star hotel industry. Therefore, it is more important to understand the psychological needs and feelings of female human resources in high star hotels. Therefore, through the investigation of women's human resource engagement in high-star hotels, we can really feel their psychological demands and understand the problems and contradictions existing in the process of women's human resources management in high-star hotels. It is very important to improve the overall quality of female human resources in high star hotels and enhance the competitiveness of high star hotels. Under the guidance of psychological needs theory and human resource engagement theory, based on the previous research results of female human resource management at home and abroad, this paper takes women human resources in high star hotels as research objects. Through extensive investigation and detailed analysis, the author finds out the problems existing in the evaluation of female human resource engagement in high star hotels and analyzes the deep-seated causes of these problems. The knowledge of gender theory is integrated into the whole research process, and a set of feasible management model for female human resource flow in high star hotel industry is explored, which will begin with continuing education. Starting with welfare treatment and protection of rights and interests, this paper organically integrates three links of hotel, society and individual, and constructs a system suitable for female human resource management in high star hotel industry. The system has strong practicability and maneuverability, and has a strong practical guidance function for the reform of female human resource management mode in high star hotel industry. It has higher application value and practical significance for the cultivation of high quality and complex female human resources and the improvement of the present female human resource quality in the high star hotel industry.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F719

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