【作者】 章伟；

【导师】 胡平；

【作者基本信息】 华东师范大学 ， 旅游管理， 2007， 硕士

【摘要】 近十年来，国内的经济型饭店管理公司和经济型饭店品牌不断出现，国外各大著名饭店集团下的经济型饭店品牌也陆续进入国内市场并加快了其扩张的步伐，国内也因此引发了一场经济型饭店投资和兴建的热潮。如今，国内经济型饭店市场已经基本结束了开始成长阶段，步入了新的快速发展阶段。然而，国内经济型饭店在其发展的进程当中却受到了诸多因素的制约，其中最主要的来自经济型饭店人力资源方面的限制。经济型饭店行业中面临的商机空间和人员空白共存的现实，提醒我们现在就需要密切关注这个问题，如果没有很好的解决方案，会直接影响经济型酒店的发展进程和经营质量。要想解决好经济型饭店巨大商业空间与人力资源不足这一对矛盾，缓解人力资源问题带给国内经济型饭店企业的压力，一般来说有两个途径，第一，需要学校、科研机构、社会相关企业不断的培养和开发具有专业背景和潜能的人才，先做到“有才可用”；另一方面，需要企业自身加强内部的人力资源管理和建设，选择人才、培养人才、用好人才、留住人才。星级饭店的管理经验表明，员工激励工作贯穿于企业人力资源管理的全过程，是人力资源管理的核心。西方饭店管理工作在八十年代就已经转移到了人才上，其工作的侧重点在于如何通过运用约束激励理论对饭店员工进行培训与潜能开发。所以说，国内经济型饭店的员工激励既是人力资源管理工作中的重点，也是工作中的难点，也是一项急切需要做好的工作。基于以上的背景，本文首先简单描述了目前我国经济型饭店人力资源管理工作中存在的四大矛盾，以及饭店员工激励过程中出现的四项问题，说明了有效激励经济型饭店员工的重要性和急迫性；继而，文章用实证分析的方法探讨了经济型饭店员工激励的各项要素，总结了九个重要因素；最后，在前文分析的基础上，文章具体提出了经济型饭店员工激励的三大类九小种方法，并且还对激励的组织、文化、工作三大环境问题和激励实施的策略进行简单的探索和讨论。更多还原

【Abstract】 There is a upsurge of investing and constructing in ecnonmy hotel last ten years, it is represented by continuous appearance of the domestic econmy hotel management company and the successional entrance of the famous overseas brand. And now, the domestic market has ended the initiatory stage and stepped into the new fleetness development stage. However, a lot of restricted factors has been confining the development of the domestic economy hotel, and human resources is one of the most serious aspects. The coexistence of the developmental space and personnel blank in the ecnonmy hotel remind us paying a lot of attention to this problem. If we could not find a good scheme to solve it, the course and quality of the development would be affected.There are two approaches to the antinomy that put forward above. Firstly, schools, scientific research agencies and related enterprises should perpetually cultivate and develop person with professional background and enough potential. Secondly, enterprises should strengthen the management and construction of the inner human resource, do a good work in choosing, cultivating, using and retainning their excellent personnel. Star-level hotel’s managerial experience shows that employee’s stimulation work run through the entire proceeding in enterprises’ human resource management , that is to say, it is the core. The west hotel’s managerial work had already transferred to the talented person on the 80’s, which emphasis on how hotel employee’s potential developed by applying the "constraint to stimulate" theory. So, the domestic employee’s stimulation work is a keystone as well as a difficulty of the human resource management.Owing to the above background, firstly, this article simply describes the 4-big contradictions in economy hotel’s human resource management at present and 4-items problems appearing in the process of the hotel employee stimulation, which explained the significance and urgency of effectively stimulating employees; secondly, we discuss the various key element of the employee stimulation in economy hotel and we sums up nine key factors based on analytical method of demonstration; lastly, we bring forward the three major kinds of nine minor species methods of stimulation, besides, we simply explore the organization, culture, employment circumstance and the implementary strategy of the stimulation.更多还原