According to Wong & Law, the localization of top management and technical talent is an important objective for many transnational corporations [7] . Top management talent localization is now a major concern for many international hotels operating in China. Senior hotel management personnel need long-term practice work experience. To cultivate a top management personnel needs a lot of time and energy, so the most effective and rapid way is the directly recruit local senior management personnel. And it is better to adopt a local recruiter, because the local people know more about their people’s psychology and demand. It is also more likely to closer the relationship between the recruiters and applicants, so that can create a mutual trust and relaxed atmosphere. In such an interview atmosphere, the candidates can fully display their ability so that the recruiter can choose the most suitable local senior management personnel for the international hotel brands. At the same time, local recruitment supervisor is more familiar with the local recruitment information and recruitment site, which can greatly improve work efficiency and ensure accurate recruitment to the required local talent.

A number of international hotel groups had experienced the bottleneck of the shortage of local top management talent in the process of operation, especially the shortage of local talent in the aspect of hotel construction, property management and hotel marketing. The current international hotel group began to focus on the training of local talent, and has begun to implement the talent pool plan.

In the observation of the international hotel group, the discrimination against local talent is very serious. Take the housekeeping manager as an example, the salary and other welfare are different compared the local managers with the expatriate managers. This is the main reason why the local managers leave the international hotel brands. Local talents require equal treatment with the same post. Actually, give the same treatment to the local managers and the expatriate managers can reduce the operation costs, because the loss of local top management personnel for the hotel is definitely not worth the candle. Thus, treat the personnel equally and abandon the nationality and racial discrimination is beneficial for the economic and long-term development of the international hotel brands.

Service staff is an indispensable factor in the process of service providing, because service relies on the interaction between the service staff and the customer. There is no satisfied customer without satisfied service staff. Personnel are the most valuable property of the hotel. The first task of service localization is to achieve service staff localization.

Service staff localization requires international hotel brands recruit as many local people as possible despite of a small number of local senior management. Adopt local labor can reduce the operation costs. Besides, local people are familiar with the local environment, culture, tradition, custom, and understand local people, they can better integrate the local culture into the business activities.

Any hotel has its core products, which must satisfy a certain market demand and has its own characteristics in the local market. International hotel brands need to provide different service product according to the customs, cultural differences, and the needs of Chinese customers. It will increase the competitiveness of the product and win the favor of Chinese customers.

Named localization is a tool of brand communication for international hotel brands. Named localization can eliminate the consumer’s psychological line of defense, and obtain a sense of psychological identity. Named localization is also easy for Chinese consumers to remember or identify. A number of international brands can quickly became popular in the Chinese market with its Chinese name.

The localization of brand communication mainly includes advertising localization, public relations localization, promotion methods localization and so on. Integrate Chinese elements into the website and entity of the international hotel brands is a good way of brand communication localization. For example, international hotel brands can hold promotional activities in the Chinese traditional festivals and holidays to enhance the sense of identity and unique visitor experience. To achieve the best results, we need pay attention to the organic integration of foreign brands hotels and local cultural atmosphere.

Launch new brand according to local conditions is very important. This will not only increase diversity of their own brand, but also can meet the consumer habits and aspirations of a specific areas and populations. The introduction of new brands in China which integrated into the Chinese culture is definitely conducive to the development of the brand itself.

Owner localization refers to the investment company is a local company. Local companies can better understand the local policies and culture, and survive in the fast developed society. The development of China’s hotel industry is closely related to the development of Chinese economy, the development of real estate industry, and the development of financial investment industry. According to the development model of several major industries and related industries, 90% of the owners of international hotel brands investment companies are local companies. Local companies have its own advantages in the mobilization of the local resources.

The localization of management talent includes three points. First, most industrial workers must be locals, besides, management backbone and technology backbone personnel should be local people as far as possible. Second, speed up the core management personnel to learn and master the local humane society and corporate culture. Third, pay attention to Chinese culture and customs when managing Chinese staff.