Although the colder climate flows into the cold winter of this year gradually, the atmosphere in the cold winter flows with spring climates all around. As you all know, the traditional Chinese festival-spring festival comes, people are engaged with the happy days especially for the hoteliers who should arrange a new schedule for one's own hotels.

Many days ago, going together with several hotel guys, I went to a golf exercise club. That was my first time to experience a perfect relaxation while a white ball flowing in front of me. With a swing of golf club, it seems that all the pressures and burdens has been flapped out of my body, and my ideal and ambition goes into sky with the white ball.

We enjoyed all the time and mentioned something that hoteliers are worried about. That is the hotel talent crisis. Being lack in security of self-values, many professional hoteliers do not have a sense of belonging. By the end of the year, some professional hoteliers aim to maximize the profits but ignore the cost that should spend. For example, some hotels need redecoration and replacing to maintain the hotel image.

In the end of the year, it is a high-frequent period for the hotel members to move. For the current China's hotel industry, the top management team no matter General Manager, Marketing Director or Dining Director could make great profits for the proprietors but also make a solid foundation for the long-term development of China's hotels. In other words, it is what the proprietors are really eager to and looking forward to.

However, according to the current ways of enrollment, the proprietors could make use of one's communication network or the head-hunting company to look for the professional hoteliers, while the proprietors have to pay 30% to 35% high amount of its annual revenues to him or the company. In this way, the sphere of talent selection is limited and it costs a lot of time. And the impaired talent network may lead to distrust to the hotel managers by the proprietors. It forms a block to share the interest with the top managers and lack of sense of hotel belonging.
In my point of view, as a hotel proprietor, while you enrolled a top manager, you should trust him and sign a labor contract with him at least 3 years. In this way, it is easier for the management conception of professional hoteliers to filer into each hierarchy in hotels. General speaking, three years is a relatively stable circuit to consolidate the hotel culture, because It is common in China that once a framework has been settled in the hotel, some hotel proprietors will dissolve the contract with his proprietors. However, while the professional hoteliers left, the communication system he established would leave with him.

Communication is a good way to help share information between the proprietors and professional hoteliers and to effectively solve the problems or even establish a constructive platform between them. That is the problem professional hoteliers always focus on and also the problem for us-International hotel usually keeps in mind. The 4th section proprietor conference of 3rd IHF held by IHFO will be a successful taste.

As a new year coming, International Hotel Magazine sincerely wish the professional hoteliers and proprietors in 2006 could make every success in your life and work. Happy new year!

 

　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　

　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　Guangzhou China January 8th,2006

　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　Daniel Yu
　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　　E-mail:ydf@ytintl.com