留學(xué)畢業(yè)論文Conclusion寫作范文

　　問卷調(diào)查結(jié)果顯示，酒店的薪酬管理系統(tǒng)對(duì)員工的滿意度低，這是因?yàn)榫频晷袠I(yè)提供的工資低，員工的薪酬缺乏統(tǒng)一的標(biāo)準(zhǔn)，他們的薪酬與績效考核的結(jié)果沒有密切相關(guān);酒店沒有與員工溝通，也沒有對(duì)員工進(jìn)行管理，導(dǎo)致酒店的工資管理系統(tǒng)難以得到員工的認(rèn)可和理解，酒店的薪酬管理未能達(dá)到預(yù)期目標(biāo)。以下是小編J.L分享的留學(xué)生畢業(yè)論文Conclusion寫作范文，更多畢業(yè)論文歡迎訪問(www.oh100.com/bylw)。

　　The questionnaire results in this study showed that the employees have low satisfaction with the salary management systems of the hotels, which was because the hotel industry offered low salaries, there was a lack of uniform standards for salaries of staff, their salaries were not closely related to results of performance appraisal; the hotels did not communicate with the employees in development of salary management systems, nor did the management listen to the views of staff, resulting in that hotels’ salary management systems were difficult to be recognized and understood by their staff, the salary manage of the hotels failed to achieved the expected goal of stimulation.

　　The questionnaire results in this study indicated that the staff has low satisfaction with the training systems of the hotel, the reasons included: first of all, the hotel paid no attention to staff training. Then, there was a lack of investment in staff training. Again, the hotels ignored the needs of employees. Neglecting staff’s training results was the main reason leading to their dissatisfaction with the staff training systems.

　　Questionnaire results in this dissertation revealed that the employees have low satisfaction with the corporate culture of the hotels, as the hotels overlooked value and demand of employees, they did not establish a people-oriented business management environment; employees rarely have the opportunity to participate in business management; the management of the hotels stressed that the staff must comply with disciplines of the hotels but the staff was rarely authorized, which was not conducive to the formation of a harmonious working atmosphere within the hotels to motivate employees to work hard.

　　Questionnaire results and interview results in this thesis told that the employees failed to have a high degree of a sense of accomplishment, fairness and security. The correlation analysis results showed that employees' sense of accomplishment, fairness and security were positively related to their satisfaction with HRM system; employees’ low degree of accomplishment, fairness and security were related to their low satisfaction with the salary management, staff training and corporate culture of the hotels. The correlation analysis also concluded that staff turnover intention was inversely proportional to employees’ sense of accomplishment, fairness and security. High turnover intention of staff of high-star hotels in Beijing was related to their low degree of a sense of accomplishment, fairness and security.

　　The multiple regression analysis showed that a sense of fairness has the most impact on turnover intention, followed by a sense of security, a sense of accomplishment has the slightest impact; salary managementhas the most impact on a sense of accomplishment, fairness and security, followed by corporate culture, then, staff training.

　　The path analysis proved that employees’ dissatisfaction with salary management, staff training, corporate culture may lead to their low sense of accomplishment, fairness and security, thereby leading to high staff turnover intention.

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