当代国际酒店人力资源管理文献［原文译文］

当代国际酒店人力资源管理文献［原文译文］内容摘要：

s generally divided into 4 to 5 levels, the highest refers to the approach in which a third party is used to achieve goal. Those who manage to persuade others with their munication ability and persuading ability belong to the lowest. It is easy to understand that if panies hire staff based on unreasonable criteria, the effectiveness will never be great. 2. Improper selection approach Many panies generally adopt structured interview. As an effective means of recruitment, the structured interviews fulfill requirements of fairness and objectivity. But it should be noted that, in order to ensure effectiveness of structured interviews, the following conditions are necessary. First, to fully consider conditions of structured interviews。 Secondly, to take the characteristics of capacity assessed into consideration. 2． The ways to improve effectiveness of recruitment of hotel talents 1 Hotels should have proper concept of talents Due to historical and social reasons, most Chinese hotel panies generally think that talents equal to technical personnel. The narrow concept of talent result in dependence on technical personnel, and the hotels can not find its own problems, which prevent hotels from longterm and stable development. It’s true that technical personnel is critical to the success of hotels, for example, some enterprises achieve great success because of technological breakthroughs. But that is not the case for most panies. Take Siemens pany for example, Siemens pany value talents a lot, but it do not attract all talents, on the contrary, the pany has its own employment criteria in recruitment. In other words, the pany not just recruit some capable staff, it also consider characteristics of candidates and their future development in the pany. As a leading global customeroriented pany, the pany hope new staff to be proactive and creative, and teamwork, good professionalism and good customer awareness among staff is also expected.” (the global top Human Resource Manager Zhou Sien p3). Therefore, enterprises should develop a set of their own talent criteria” on which they attract proper talents. 2 Analyze talents, understand the difference between talents and others The best people really are different from the rest, not only in how they perform on the job, but also in how they look for new jobs and the criteria they use to accept one offer over another.” The factors top talents consider are different from mon candidates. In recruitment process, interviewees generally take salary and location into consideration, for top talents, they pay more importance to career prospect, opportunity and ideal development environment, including career planning and promotion possibility.“T he ease by which customer service skills can be transferred to other industries means that highly valued hospitality employees can easily seek jobs elsewhere” 3 Make recruitment plan accordingly （ 1 ） Select interviews in various approaches and waysOutstanding management talents are generally quite scarce, traditional recruitment approaches may be ineffective. Companies may try to hire professional headhunting firm or find suitable staff through reference of professors and scholars from universities, since those persons can help employers improve efficiency in the recruitment. （ 2） Clear employment standards are basis of improvement of recruiment efficiency As mentioned earlier, many panies fair in recruitment because of clear criteria for employment of top professionals, so clear employment criteria is the basic requirement. Research on improvement of recruitment efficiency of top executives is being more and more important. “ Talent management is a multifaceted concept that has been championed by HR practitioners, fueled by the war for talent and built on the foundations of strategic HRM. It may be viewed as an anizational mindset or culture in which employees are truly valued。 a source of petitive advantage。 an effectively integrated and enterprisewide set of sophisticated, technology enabled, evidencebased HRM policies and practices。 and an opportunity to elevate the role of HR practitioners to one of strategic partner.” In may cases, co mpanies need to recruit top executives in the market。