酒店员工培训论文(Hotelstafftrainingpapers)

酒店员工培训论文（Hotel staff training papers）酒店员工培训论文(Hotel staff training papers)
Hotel staff training skills summary, twenty-first Century is the era of talent, with high-quality talent will have success, have tomorrow. The hotel industry is no exception. Discusses the basic skills of hotel staff training, the hotel managers pay more and more attention to the overall quality of staff and improve ways and methods to improve staff quality hotel has a variety of training which is one of the most
effective ways of training teachers, mainly from the training objectives, staff self motivation and training content and training plan etc.. Keywords teachers, training goal, self motivation, content and implementation plan of the so-called hotel is the hotel training according to certain purpose in a planned and organized way and step by step to imbue the staff correct thoughts, knowledge and skill teaching activities. Training skills mainly refer to the teaching skills of trainers. It is the guarantee for trainers to improve the quality of training and make training achieve the desired results. Training methods should be based on the number of training, professional training and the existing teachers, equipment, resources and other aspects of the situation. Training programs can take part-time time, take on job
training or quit training, and even arrange staff to systematically
study for a higher degree. The training program should also because of different conditions and professional requirements of all kinds of
personnel and management personnel, technical personnel, such as office staff, factory or other production line personnel should take different training methods and contents. First, the selection of excellent
training teachers plays a very important role in the effectiveness of training and the level of trainers. The enthusiasm of a good trainer can greatly improve the trainees'
learning speed and efficiency instead of unqualified trainers can
not only help the trainees will lead to students tired or negative emotions and even affect their training in the next. Therefore, the
hotel should carefully consider the choice of trainers. Typically, there are three sources of hotel trainers, and 1 employ full-time trainers. They can bring new ideas and enhance training level, but they should be required to adjust their training programs according to the characteristics of the hotel, especially the hotel, to ensure its effectiveness. 2 hired part-time teachers from colleges and universities. They generally have a deep knowledge of the subject theory and are very concerned about the new developments and trends in the field. But because they rarely have the opportunity to enter the hotel work site,
so the lack of practical experience. 3 managers from our hotel. Their advantage is that the hotel is very familiar with the internal situation, teaching is easy to combine with reality, targeted. Moreover, the in-house staff trainer can also serve as an inspiration and set an example to other employees. But these trainers are so busy that they neglect the systematic theory study and research. Therefore, when choosing a trainer,
we should optimize the proportion of teachers according to the actual situation of the hotel and the characteristics of the training course,
so as to get good transfer effect. Two, determine the appropriate
training objectives, in the training needs analysis after the end of the training courses should be clearly set objectives, training for trainees to provide a direction. Practice has proved that when faced with a
single goal, the motivation and enthusiasm of the participants and the effect of learning are much higher than when they face multiple goals. Because in the case of single goals, students are less stressed, have more time to practice
new skills, absorb new knowledge and motivate themselves more positively than they do at multiple goals. The training course should begin to students a clear explanation of the training goals and make them understand to reach the goal to their work and life bring positive changes such as performance, salary and promotion etc.. At the same time, in the course of the explanation, we should try to take specific and detailed wording so as to make the trainees more clear about the
training objectives. Three, to improve the self motivation of trainees and to train their own motivation is also an important factor affecting the effectiveness of migration. If after training, employees do not
learn new things into related work, the training will not have any effect. In order to enable employees to spontaneously generate
motivation for training transfer, according to motivation theory, first
of all, he must have the need for migration, followed by the existence of external incentives for training.
To make it clear to employees that learning is closely related to meeting individual needs. At the same time, we can also use some reinforcement measures, such as giving spiritual and material rewards to employees in the process of training and migration, and the incentive should be linked to performance. Four, a content should be specialized, the way to diversify. The purpose of training is to improve the overall quality of the training content should be arranged on the combination of study according to the demand of the students is the core content and the work need to be combined according to the specific circumstances of different objects, different periods. Content should have a certain depth, breadth, relevance, can not float on the surface, unrealistic. The best department will
teach the Department's knowledge, detailed and definite. The
lecturer should have a deeper knowledge of the attainments. Take a variety of training methods to stimulate students' interest in creating a relaxed and positive learning atmosphere to stimulate the students to participate in at the same time using a variety of teaching aids and picture information, physical stimulation such as students as two strengthen staff awareness of their own work and value. The factors above problems is the most important staff did not recognize their significance and the nature of work, work itself contains the social value of only the immediate interests as a work force without big three
workers attach great importance to the cultivation of good work habits, dedication, initiative, occupation morality. Although these are listed in the content of training, but in fact, did not get attention, just stay in the surface form. Good working habits is a crucial link to train staff's service consciousness. Habit formation can not be achieved overnight, it is a process of constant strengthening. The training should be moved out of class and implemented for a long time. Professionalism is especially important for employees engaged in hotel services, so that employees know how to care and show consideration for guests. It is a concrete manifestation of cultivating professional dedication. Initiative is the driving force for employees to work hard. It can help employees actively develop their inner potential and adjust their work attitude to the best possible status. Therefore, both early pre job training and training at the later stage should help employees establish a clear working goal and development direction. Professional ethics training can strengthen the staff's moral awareness, enhance
their moral feelings and beliefs, temper their will, so that employees
in
their work in pursuit of high standards, and four to promote human services. In the service process, reflecting the human interest is another way to retain guests and ensure the quality of service. In all the design should be based on the needs of guests, showing a strong human characteristics. It can be divided into two aspects: first, to meet the design standards of service to exceed customers expectations
make guests feel a high level service to enjoy five introduction of proper incentive mechanism to consolidate the training effect on staff training should be timely and effectively strengthen employees' work in progress to become habitual personal behavior incentive mechanism appropriate to consolidate the training effect is the most important link. Grasp the key needs of employees, combine training with promotion and other incentive mechanisms, effectively mobilize the enthusiasm of employees involved in training. In addition, the training work is not isolated, it is an important link in the whole team building and human resources development. The hotel through the recruitment, assessment, training and reward distribution development to achieve the organic combination of hotel human resources five, conclusion human actions are dominated by ideological ideas change action will naturally change. As the hotel industry have been involved in the modern enterprise in the face of the international hotel industry and the fierce competition we must have a very clear understanding to grasp the comprehensive training of hotel staff is to improve the overall quality of talent team and innovation ability. References: 1: J analysis of 200242 Moderno Hotel Hongyun Kuang Tai Qiyang Zhang Weifeng factors affecting training transfer. Hotel human resources management tutorial M. Beijing: Social Science Literature Press 2003.3 modern human resource
management. Solon Gaestgiveriet Hotel M. Beijing: Chinese Textile Press 2001.4 Xu Ming. He Xianghui hotel human resources management practice M. Shenyang: Liaoning Science and Technology Press 2005.。