人力资源管理作业代写范例-工作满意度分析。本文是一篇由本站代写服务提供的留学生Human Resource Management（人力资源管理）作业代写范例，主要内容是关于被调查的学生，从图中可以看出，几乎一半的受访者对培训期间的当前工作不满意，相反，只有大约20%的受访者对当前工作感到满意和中立。本篇作业认为对工作极为满意和极为不满意的人所占比例较小。尽管有近一半的受访者对目前的工作不满意，但仍有22%的受访者对自己的工作感到满意。以下内容就是这篇人力资源管理作业代写范例，供参考。
Regarding the student surveyed, from Figure, almost half of the respondents dissatisfied their current job on training period, conversely only around 20 percent who are satisfied and neutral their current job respectively. There are fewer percentage of strongly satisfied and strongly dissatisfied their job. Although there are almost half of the respondents dissatisfied their current job, it still have 22 percent respondents satisfied their job.
According to the student surveyed, from Figure , most of the respondents select good relationship with colleagues as their main reason of job satisfaction. Base on this question the respondents can select more than one choice as a result the total number is 77. However, flexibility working hour and satisfied staff benefits are not the main reason affect job satisfaction by 17 and 16 results respectively, it is shown that there is a huge disparity compare with the result of good relationship with colleagues. It can be analyze that employees are more concern their relationship with colleagues to effect the job satisfaction, thus influence the turnover rate.
本篇作业根据被调查的学生，从图中可以看出，大多数受访者选择与同事的良好关系作为他们工作满意度的主要原因。基于这个问题，受访者可以选择多个选项，结果总数为77个。然而，弹性工作时间和满意的员工福利并不是影响工作满意度的主要原因，分别有17和16个结果，表明与与同事关系良好的结果相比存在巨大差距。可以分析，员工更关心与同事的关系，从而影响工作满意度，从而影响离职率。
External factor 外部因素
As can be seem from the students surveyed, the result shown that most of the respondents are chosen rapid growth of hotel industry and government policy are two main external factors influence turnover rate are chosen by 26 and 18 results respectively. Base on this question the respondents can select more than one choice so that the total number in this question is 62. Besides, non-local employees and inflation are only chosen by 8 and 10 results respectively. It seem that the survey can reflect the respondents view the impact of high turnover rate owing to rapid growth of hotel industry and government policy.
本篇作业从调查的学生中可以得出结论，结果显示，大多数受访者选择了酒店业快速增长和政府政策是影响离职率的两个主要外部因素，分别用26和18个结果进行了选择。基于这个问题，受访者可以选择多个选项，因此这个问题的总人数为62人。此外，非本地雇员和通货膨胀分别仅由8和10个结果选择。这项调查似乎反映了受访者对酒店业快速增长和政府政策导致的高离职率的影响。
Rapid growth of hotel industry may increase turnover way due to the same manpower pool. The number of hotel rooms in Hong Kong needs to be almost doubled in the next 10 years, according to the head of a government economic task force (Siu and Nip). The reason of sharply increase the number of hotel rooms probably relevant impact of Hong Kong-Zhuhai-Macau bridge and the high-speed cross-border railway. In response to satisfy a large demand of tourists, hotels need to absorb enormous quality employees so that can maintain the standard of quality. However, due to the labor supply is not able to meet the demand in the market; the existing employees may try to seek to better jobs due to availability choice (Lei).
酒店业的快速增长可能会因相同的人力资源而增加营业额。政府经济专责小组负责人表示，未来10年，香港的酒店客房数量需要几乎翻一番。酒店客房数量急剧增加的原因可能与香港竹海至马考大桥和高速跨境铁路的影响有关。为了满足游客的大量需求，酒店需要吸收大量高素质的员工，以保持质量标准。然而，由于劳动力供应无法满足市场需求；现有员工可能会因为可用性的选择而试图寻找更好的工作。
Even there isfresh graduates study in hotel management in every year but not all graduates will work in the hotel industry (The Greatest Challenge). Heavy workload, shift work, overtime working those reasons may affect the graduate’s select hotel industry as their careen. Owing to the limitation of labor, the existing staff can be selective in their choice of employment since rapid growth of hotel industry. For instance, the less favorable job like stewards, food and beverage servers and room attendants are especially high turnover way, owing to heavy workload and lack of attractiveness (Lei). To attract those indispensable front office staff, many hotels are willing to provide high salary and better position to effectively attract employees (Lei). Therefore, more employees will terminate their employment to choose the job with valuable benefits.
本篇作业认为即使每年都有新的毕业生学习酒店管理，但并不是所有的毕业生都会在酒店行业工作（最大的挑战）。繁重的工作量、轮班工作、加班这些原因可能会影响毕业生选择酒店行业作为他们的职业。随着酒店业的快速发展，由于劳动力的限制，现有员工的就业选择可能会有选择性。例如，由于工作量大且缺乏吸引力，乘务员、餐饮服务员和客房服务员等不太好的工作尤其容易流失。为了吸引那些不可或缺的前台员工，许多酒店都愿意提供高薪和更好的职位来有效地吸引员工。因此，更多的员工会终止雇佣关系，选择有价值福利的工作。
Government policies 政府政策
Statutory Minimum Wage policy 法定最低工资政策
Statutory Minimum Wage may force employer to disband their employee or expropriate the original fringe benefits such as staff’s meal, uniform and break period to compensate the additional cost related to this policy (Hong Kong workers.). Employee compensation is one of the largest costs in hotel (Su, Heo and Leung). Even though the Minimum Wage Ordinance was HKD 30 per hour since 2013, the average hourly wage in hotel employees was about HKD62 (Su, Heo and Leung). Although the policy can balance the excessively low wages and prevent the loss of low-paid jobs (Labor Department), it also affects high turnover way due to job dissatisfaction.
法定最低工资可能会迫使雇主解散员工或没收员工的膳食、制服和休息时间等原有附加福利，以补偿与该政策相关的额外成本。员工补偿是酒店的最大成本之一。尽管《最低工资条例》自2013年起为每小时30港元，但酒店员工的平均时薪约为62港元。尽管该政策可以平衡过低的工资，防止低薪工作的流失，但它也影响了因工作不满而导致的高流动方式。
In order to recoup the additional cost, some hotel may decrease employee benefits or hired more part-time employee to recover the cost thus destroy relationship. For instance, some hotel kept employing their staff on a basic salary and did not offer them a perpetual job (Su, Heo and Leung). Other example, some hotel had changed to pay their room attendants based on the number of the rooms they had been cleaned instead of pay the working hour after the implementation of Statutory Minimum Wage Policy (Su, Heo and Leung). If the room attendants take longer time to make up certain rooms that supervisor assigned to them, they need to work overtime without compensation. It may definitely affect employee job satisfaction as a result increase turnover rate.
本篇作业指出为了收回额外的成本，一些酒店可能会减少员工福利或雇佣更多的兼职员工来收回成本，从而破坏关系。例如，一些酒店继续以基本工资雇佣员工，并没有为他们提供永久性的工作。另一个例子是，一些酒店在实施法定最低工资政策后，改为根据客房服务员打扫过的房间数量向其支付工资，而不是按工作时间支付工资。如果客房服务员需要更长的时间来安排主管分配给他们的某些房间，他们需要无偿加班。它肯定会影响员工的工作满意度，从而提高离职率。
It is a common knowledge that develop a good relationship between employer and employee can probably reduce turnover way. However, Statutory Minimum Wage policy was give stress to employers to maintain their limited cost so that upward pressure to employees and dissatisfied on job satisfaction. Employers tend to reduce the number of employees and shortening the staff working hours to prevent compensation (Su, Heo and Leung). Also, recruit more part-time employees to replace the full-time employees due to effective and easily to maintain offset cost increase. Therefore, the authors had mentioned that hotel tend to reduce the cost of fringe cost as their cost minimization strategy (Su, Heo and Leung). In view of employees confront the work environment that without unpaid break and change the staff’s menu to reduce their staff benefit, they virtually heighten the negative attitude in work environment and job satisfaction as a result cause employees to move to other industries.
References 参考文献
Lei, Lam, “The Challenges of the Labor Shortage in Macau’s Hotel Industry. ” University of Nevada. Las Vegas, December 2011: 21-27. Web. 31
March. 2014
Lo, Wei. “Hong Kong hotels accused of not paying minimum wage in job ‘trial periods’.” South China Morning Post 15 August, 2012. Web. 1 April, 2014
“The Greatest Challenge for HR in Hotel Industry: Manpower Shortage” Career Times20April. 2001: 20. Web. 1 March 2014.
Su, Mia, Cindy Heo and Daniel Leung. “Hotel Employees’ Perception of the Statutory Minimum Wage Policy in Hong Kong.” Asia Pacific Journal of Tourism Research. 2013: 2-6. Web. 31 March 2014
Siu, Phila, and Amy Nip. “Hong Kong needs to double hotel rooms in 10 years”
South China Morning Post. 05 July. 2013. Web. 31 March 2014
Labour Department. “Statutory minimum wage.” 2013. Web. 01 April
“Hong Kong workers to enjoy minimum wage for first time.” BBC 01 May 2011. Web. 01 April. 2014
本篇作业总结到：众所周知，在雇主和雇员之间建立良好的关系可能会减少人员流动。然而，法定最低工资政策给雇主带来了压力，要求他们维持有限的成本，从而给员工带来了向上的压力，并对工作满意度感到不满。雇主倾向于减少员工人数，缩短员工工作时间，以防止赔偿。此外，招聘更多的兼职员工来取代全职员工，因为这能有效且容易地抵消成本的增加。因此，作者曾提到，酒店倾向于降低边际成本作为其成本最小化策略。鉴于员工面临没有无薪休息的工作环境，并改变员工的菜单以降低员工的福利，他们实际上提高了工作环境中的负面态度和工作满意度，从而导致员工转向其他行业。本站提供各国各专业留学作业格式范文，留学作业代写以及留学作业写作指导，如有需要可咨询本平台。