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With the reform and opening up further, Chinese all trades and professions more rapid development, the hotel industry in China is the earliest open one of the industry, in recent years development is feudal lords vying for the throne, competition is very intense, a second-tier city already saturated. The hotel industry competition of talents is not a smoke "war", the talent hotel development is the foundation and key, this is by nature:hotel is a labor-intensive industries. However the hotel in the pursuit of maximizing the benefits while ignoring the hotel’s human resources management. Based on the hotel industry current situation and management of the current business environment is increasingly brutal; the external disturbance anxiety situation, hotel only develop their own skills, strengthen the management of human resources, improve the overall management level, is the fundamental path. Through to the hotel human resources studying Hotel, constantly sum up scientific human resources management theory and method, in the daily hotel management flexibility, real play a guiding role in hotel management, enhance the hotel human resource management level, has the extremely vital significance. However the hotel human resources research theory, combining with practice is not deep.In this paper, under the circumstances, in order to Nanchang two high Stars Hotel as example, combining the Nanchang local high Stars Hotel analysis of relevant data, more" bloody" presents the hotel human resources management in the existing problems:the management personnel and the loss of the phenomenon is very serious; do not attach importance to training; performance appraisal is unscientific, unreasonable contusion of the hotel stall motivation and so on. Through the analysis, hope hotel managers pay more attention, and in the management of the road to strengthen their own management training, improve the level of management.Hotel human resources management exists a lot of problems, the main reason lies in two points:1, hotel managers do not attach importance to the human resources department, function, role and position have not been well. In 2, the hotel managers do not know how to do a good job in human resources management. Based on this situation, the fifth chapter focuses on how to do a good job in human resources management put forward his plan:the hotel must be built and perfect human resource management system, and in the hotel’s operation to implement a good, but in the implementation process, focusing on the good management of the.
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