CAJ | 학술논문

面对酒店行业不景气和员工流失率过高的难题，酒店管理者更趋向于采取除“提高员工薪酬”以外的低成本对策。根据赫兹伯格的双因素理论，薪水只是保健因素，酒店完全可以通过提高薪酬以外的其他措施，充分改善员工激励因素及消除保健因素负面影响，采取低成本对策解决员工过度流动问题。以徐州地区为例，对江苏省酒店人力资源管理进行实证研究，提出了酒店、政府、社会共同努力降低员工高流失率的低成本对策。
면대주점행업불경기화원공류실솔과고적난제，주점관리자경추향우채취제“제고원공신수”이외적저성본대책。근거혁자백격적쌍인소이론，신수지시보건인소，주점완전가이통과제고신수이외적기타조시，충분개선원공격려인소급소제보건인소부면영향，채취저성본대책해결원공과도류동문제。이서주지구위례，대강소성주점인력자원관리진행실증연구，제출료주점、정부、사회공동노력강저원공고류실솔적저성본대책。
When dealing with the depression of hotel industry and high staff wastage,hotel ca-dres tend to take low-cost countermeasures other than increasing staff salary.According to Herzberg's two-factor theory,salary is only a hygiene factor.It is sound for hotels to settle the problem economically through taking low-cost countermeasures,namely,fully improving moti-vators and trying to diminish adverse consequences caused by hygiene factors.Taking Xuzhou ar-ea as an example,this paper carries out empirical study on human resource management of star hotels in Jiangsu province and puts forward low-cost countermeasures to reduce the staff wastage through joint effort of hotels,government and society.