The electronic human resource management （e-HRM） is adopted in the hotel industry widely nowadays. There are abundant of theoretical researched on the concept of e-HRM all around the world, however, case studies are rare. This ,;tudy set the Westin Guangzhou as sample, and implemented the research on the Infomationization impact on the human resource management in hotels, based on the first-hand data and information extracted from the intervention c,bservation and depth interviews. The result indicated that, firs;：, the human resource managementin the hotel industry had entered the information age, from a relatively macroscopically perspective; then, e-HRM had both positive and negative effects when it was specific to the practical imlflementation on the aspects of recruitment mannagement, training management and personnel management etc.; moreover, e-HRM could provide information sharing and decision basis when it comes to the stage of human resource strategy deploying. Unfortunately, e-HRM, due to the character of quantification, had a limitation on satisfying the personality requirement of the human resource management. As a result, the key factors to optimize the implementation of e-HRM in the hotel imlustry are information technology or information system enhancement and staff training on working habit. Finally, limitation on this paper and prospective research direction are noted.%信息化人力资源管理（e-HEM）在当今酒店业的运用已经越来越普遍，国内外有关信息化人力资源管理的研究已有丰富的理论基础，但理论分析较多，实证研究成果相对匮乏。基于此，本研究以广州海航威斯汀酒店为案例，通过介入性观察和深度访谈获取第一手资料，进行信息化对酒店人力资源管理的影响研究。结果显示：首先，从整体上看，目前酒店行业内的人力资源管理已全面进入信息化时代，且整体趋势必将延续。其次，在招聘管理、培训管理、人事管理等具体应用方面，e－HRM既有积极影响，也有消极表现。再次，在人力资源战略决策方面，e-HEM可为酒店人力资源战略决策提供信息共享和决策依据，但其量化特征却无法完全满足人力资源管理的个性化需求，导致其应用存在局限性。为此，要使信息化更好地为酒店人力资源管理服务，关键在于系统的完善和员工工作习惯的培养。最后，笔者提出了本文的局限性并对后续研究进行了展望。
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