【摘要】：星級酒店作為酒店業(yè)的精英代表，是我國旅游產(chǎn)業(yè)中最重要的組成內(nèi)容之一，是我國旅游業(yè)的形象代名詞。但是，星級酒店員工的穩(wěn)定性卻非常低，特別是一些旅游商務(wù)淡季、旺季劃分比較明顯的城市，，高缺勤率，高流失率，難以雇傭新員工，勞動生產(chǎn)率低，這些對于星級酒店來說是影響其發(fā)展的制約因素。近年來，“以人為本”的理念已成為企業(yè)主流的管理發(fā)展核心，這需要一個積極的員工關(guān)系。星級酒店可以從企業(yè)、員工、社會三方視角下，憑借工作分享機制，使得星級酒店得以低成本高效率運營。在星級酒店實施工作分享機制可以減少解雇員工，保持員工就業(yè)崗位；激勵員工職業(yè)發(fā)展，縮短員工工作時間；降低工作壓力，促進工作與生活平衡。 本文首先進行工作分享的相關(guān)理論和評價方法的介紹；然后分析我國星級酒店人力資源現(xiàn)狀，包括組織與人員現(xiàn)狀和實施工作分享現(xiàn)狀；緊接著主要進行三方視角下的我國星級酒店工作分享機制的設(shè)計，從員工、企業(yè)和社會三方視角下提出了我國星級酒店工作分享機制的設(shè)計目的，設(shè)計原則和設(shè)計要求，確定了五種工作分享機制的設(shè)計形式；然后通過建立灰色層次評價模型，對星級酒店工作分享機制的適用性進行評價；最后提出了我國星級酒店工作分享機制的保障措施。 工作分享理論在我國發(fā)展比較晚，屬于人力資源管理學(xué)科的前沿問題。星級酒店可以憑借出色的員工管理，使用工作分享機制使得酒店得以低成本高效運營。從企業(yè)、員工、社會三方視角下，設(shè)計出適合我國國情的，特別是適合我國星級酒店人力資源現(xiàn)狀的工作分享機制，并對工作分享機制的適用性進行評價，使工作分享機制對星級酒店、對酒店員工、對社會發(fā)展都有益處，有利于和諧家庭、和諧企業(yè)與和諧社會的建設(shè)。我國星級酒店使用工作分享機制時還需要在很多方面提供保障措施，保證工作分享機制的順利實施。
[Abstract]:As the elite representative of hotel industry, star-rated hotel is one of the most important components of tourism industry in China, and it is also the synonym of tourism image in our country. However, the stability of star-rated hotel employees is very low, especially in the off-season tourism and commerce, where the cities are divided into more obvious cities in the peak season, with high absenteeism, high wastage, difficulty in hiring new employees, and low labor productivity. These are the restrictive factors affecting the development of star-rated hotels. In recent years, the concept of "people-oriented" has become the core of the mainstream management development of enterprises, which requires an active employee relationship. Star hotels can be operated with low cost and high efficiency from the perspective of enterprise, staff and society. The implementation of job sharing mechanism in star-rated hotels can reduce the firing of employees and keep them in employment; stimulate their career development and shorten their working hours; reduce the pressure of work and promote the balance between work and life. This paper first introduces the relevant theories and evaluation methods of job sharing, and then analyzes the current situation of human resources of star hotels in China, including the status of organization and personnel, and the status of implementation of the sharing of work. Then it mainly designs the work sharing mechanism of star hotels in our country from the perspective of employees, enterprises and society, and puts forward the design purpose, design principles and design requirements of the work sharing mechanism of star hotels in China from the perspective of employees, enterprises and society. The design form of five kinds of work sharing mechanism is determined. Then, the applicability of the work sharing mechanism of star hotels is evaluated by establishing the grey hierarchy evaluation model. Finally, the safeguard measures of the work sharing mechanism of star hotels in our country are put forward. The theory of job-sharing develops late in our country and belongs to the frontier of human resource management. Star hotels can use job-sharing mechanisms to enable low-cost and efficient operation with excellent staff management. From the perspective of enterprise, staff and society, this paper designs a work sharing mechanism suitable for China's national conditions, especially for the human resource situation of star hotels in our country, and evaluates the applicability of the work sharing mechanism. The work sharing mechanism is beneficial to star hotel, hotel staff and social development. It is beneficial to harmonious family, harmonious enterprise and the construction of harmonious society. In order to ensure the smooth implementation of the work sharing mechanism, it is necessary for star hotels in China to provide protection measures in many aspects when using the work sharing mechanism.
【學(xué)位授予單位】：沈陽工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F719.2

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