On the Cultivation of Hotel Management Professionals in Colleges and Universities

Abstract: The outmoded training mode of hotel management professionals is the main reason for the imbalance between supply and demand of hotel management professionals. To optimize the training mode of hotel management professionals, we must make clear the career planning, improve the curriculum, build a team of double-qualified teachers, implement knowledge-related evaluation teaching, improve the fit between hotel management professionals training and the needs of the hotel industry, and realize the docking of hotel management professionals training.

Keywords:: hotel management professional training in colleges and universities

First, the hotel management professionals supply and demand imbalance

1. There is a shortage of hotel professionals and a serious staff turnover.

At the same time, the turnover rate of hotel employees is getting higher and higher. Statistics show that the average turnover rate of hotel employees in Beijing, Shanghai, Guangdong and other regions is around 30%, and some hotels even reach 45%. According to the survey of human resources of 33 two-star to five-star hotels in 23 cities in China conducted by china tourism association Human Resources Development and Training Center, the turnover rate of hotel employees has reached as high as 23.95% in recent five years.

2. The training mode of hotel management professionals is out of date.

At present, there are several problems in the training mode of hotel management professionals: first, the reform of talent training mode is slow, and there is no environment and atmosphere conducive to the growth of students' personality; Second, the reform of teaching content and teaching methods needs to be strengthened, and students' learning motivation is insufficient; Third, the cooperation between schools and enterprises is not strong, and the new mechanism of talent training is not perfect.

Second, the problems in the training mode of hotel management professionals

1. Lack of career planning awareness

There is an old saying in China: "Everything is established in advance, and it is abolished if it is not foreseen." Clear career planning is the spiritual pillar for hotel management students to overcome a series of embarrassing situations such as hard grass-roots work and low social status. Clear career planning can make students clearly know their career goals and implementation strategies, facilitate students to adjust from a macro perspective, make them take fewer detours in career exploration and development, and save time and energy; It can also play an internal incentive role for students, stimulate students to study and practice constantly, and urge students to strive to achieve the goals and ultimate goals at all stages.

However, many students do not have a clear understanding of career development, let alone make a complete career plan. Although some colleges and universities have made career plans for students, they lack pertinence and practicality. In view of this, colleges and universities should realize the importance of career planning to students and establish a special career planning guidance team.

2. The goal of talent training is out of touch with the teaching practice.

At present, the training objectives of hotel management professionals in many universities are seriously out of touch with specific teaching. Some colleges and universities set the goal of talent training as hotel senior management talents, but in the actual teaching process, they failed to give students the corresponding practical exercise and skill guarantee, which led to the embarrassing situation that many graduates could not be directly qualified as managers when choosing jobs. Some colleges and universities set the goal of talent training as hotel basic service personnel, but most graduates have too high expectations for future employment. When they really work in hotels, there will be a huge psychological gap. Because of their lack of rational understanding of the service industry, they have to engage in other industries.

3. Ignore the cultivation of students' comprehensive quality.

The teaching of hotel management major in many universities is too theoretical, which ignores the comprehensive quality of students' practical application ability and service level. As a result, many graduates can't quickly adapt to their new job roles, lack practical ability, adaptability, collaboration ability, creativity and communication ability with guests, can't handle interpersonal relationships with colleagues and supervisors, and also lack professional awareness, low professional identity and low professional loyalty.

4. The training system is not perfect

Many colleges and universities have not formed a targeted training system for hotel management professionals, but have trained homogeneous talents on a large scale like other theoretical majors. As a result, the trained hotel management professionals have strong homogeneity, poor professionalism and inconspicuous characteristics.

5. Colleges and universities do not pay attention to the training evaluation results.

Professionals trained in colleges and universities must stand the test of stakeholders. For hotel management professionals, the core stakeholder is the hotel. But now colleges and universities don't attach importance to training evaluation results, and only train students according to their own conditions, which leads to hotel management professionals being incompetent for professional work.

Third, the hotel management professionals training mode optimization measures

1. Clear career planning

The duty of colleges and universities is to help college students understand the importance of career planning and make targeted career planning for them. Therefore, colleges and universities should understand the hotel's demand for professional talents, adjust the teaching plan, and feedback the hotel's quality requirements for graduates to students in time to help them locate reasonably. In addition, colleges and universities should constantly strengthen the construction of career planning guidance team, equip students with professional career planning teachers, establish a perfect professional standard and training system for employees, carry out targeted career planning guidance at different stages of the university, strengthen the construction of career planning courses, and offer career planning courses with novel forms, diverse methods, prominent contents and targeted guidance.

2. Improve the curriculum design

First, colleges and universities should strengthen the flexibility of the course system of hotel management specialty, open up the basic teaching of each specialty, build professional courses in modules, and strengthen the combination of teaching content and hotel business process, teaching content and hotel post construction process. Hotel management course can be composed of basic course module, specialized course module and extended course module.

Second, colleges and universities should attach importance to practical teaching, increase practical class hours, highlight the importance of college students' internship, find and solve problems in time, and pave the way for employment.

Thirdly, colleges and universities should strengthen cooperation with employers, build internship bases, provide students with stable and reliable internship opportunities, and guide and track the internship process; Improve the certification system of practical credits and highlight the importance of practical credits. In view of the employment link, colleges and universities can offer various elective courses of job-seeking skills training to help students analyze the employment units and forms.

3. Construction of double-qualified teachers.

In order to emphasize the importance of practical teaching and organically combine theoretical teaching with practical teaching, colleges and universities should build a team of double-qualified teachers, that is, hotel management teachers, who have both teacher qualification certificates and professional and technical qualification certificates, and can engage in both theoretical teaching and practical teaching.

Colleges and universities should regularly arrange professional teachers to carry out professional practice in hotels. For example, the Tourism Department of Yunnan University Tourism and Culture College arranges full-time teachers to accompany students to practice every year. Teachers can get a lot of hotel information during the period of leading the team and improve their practical ability and teaching ability.

4. Implement knowledge stakeholder assessment

Switzerland's Lausanne model and Australia's hotel training package model are recognized and praised worldwide, mainly because the talents they export meet the needs of stakeholders. As far as universities are concerned, their stakeholders are mainly knowledge-related, which refers to the knowledge-related personnel relying on knowledge-related organizations, including the relevant subject personnel in the process of spreading knowledge, discovering knowledge, transforming and applying knowledge.

According to the stakeholder theory, the author divides the knowledge stakeholders in universities into three levels according to their close relationship with universities and knowledge: core knowledge stakeholders, sub-core knowledge stakeholders and marginal knowledge stakeholders. Among them, core knowledge stakeholders include government, investors, managers, teachers and students; Sub-core knowledge stakeholders include alumni, donors and contract units; Marginal knowledge stakeholders include business, citizens and local communities. The participation of knowledge stakeholders in training and evaluation is conducive to alleviating the contradiction between supply and demand of hotel management professionals.

In order to optimize the training mode of hotel management professionals, colleges and universities must make clear their career plans, optimize the curriculum, improve the construction of "double-qualified" teachers, implement the evaluation teaching of knowledge stakeholders, improve the fit between the training of hotel management professionals and the needs of the hotel industry, and realize the docking between the hotel industry and the training of hotel management professionals.