Why can't the hotel industry keep college students? Please tell me.

More and more colleges and universities have set up tourism (hotel) management majors, and more hotel management majors in higher vocational colleges have mushroomed. Judging from the number of college students majoring in hotel management who graduated from different colleges and universities, there are many talents. It seems that the spring of hotel talents has really arrived. Is that really the case? The author has been engaged in hotel human resource management for many years, and often laments that he can't recruit or keep suitable talents, and many colleagues in the industry feel the same way. So, why can't the hotel industry recruit or keep college students? In the past, some people unilaterally blamed this problem on the hotel industry itself "without buttonwood trees, it can't attract golden phoenix", and it lacked the mechanism of educating, employing and retaining people. In fact, this not only reflects the problems existing in the hotel industry itself, but also reflects the problems existing in talent training and specialty selection in colleges and universities.

First of all, the hotel management major has not received enough attention, and it is often considered as an affiliated major of the Department of Economic Management or the Department of Tourism. As a result, the allocation of teachers and funds is not satisfactory, which further affects the development of hotel management as an independent and urgently needed discipline. Secondly, the teachers are weak and the knowledge structure is unreasonable. Many colleges and universities only set up majors according to the current booming environment, lacking high-quality teachers who pay equal attention to theory and practice. Many teachers are transferred from other majors. As an applied major, hotel management requires very strict teachers' work experience. When recruiting teachers, many colleges and universities often require graduate education or graduation from key universities, while ignoring teachers' work experience, which is what highly educated talents lack. On the other hand, theoretical teachers train theoretical students, but the hotel industry urgently needs applied talents with certain theoretical knowledge and strong practical ability. Moreover, the construction of teaching materials in colleges and universities is not perfect, and the curriculum design is not matched. Some colleges and universities use textbooks with more theoretical knowledge and less practical operation. The guidance of some hotel management textbooks is not as good as the management mode and operation norms compiled by some famous hotel management groups at home and abroad. Due to the lack of rich industry experience, teachers lack courses to cultivate students' hotel awareness (service awareness, obedience awareness, professional ethics), and even lack courses on hotel industry-related laws and hotel safety.

To this end, the author suggests: First, in addition to absorbing some high-level talents as theoretical leaders of this major, it is also necessary to absorb a group of hotel professional managers with rich theoretical knowledge and high practical skills into the teaching staff, and the educational threshold for these teachers can be appropriately lowered. Second, it is best for independent tourism colleges to adopt the development mode of school-enterprise integration, and other comprehensive colleges should have special practice bases for hotel management majors. Professional teachers should regularly go to the hotel to work and participate in the operation. Only through concrete work practice can we cultivate a real "double-qualified" teacher, not a "double-qualified" teacher. In this mode, college students can practice in hotels during the winter and summer vacations, which not only exercises students' ability to apply the theoretical knowledge they have learned, but also sees their own shortcomings in practice, and at the same time increases students' sense of identity with their future careers. This model also provides a better stage for teachers to practice theory and summarize theory. Third, when selecting teaching materials or compiling teaching materials, colleges and universities should thoroughly investigate the development of the hotel industry today, select or compile teaching materials with practical guiding significance, and write new knowledge, new concepts and new practices extracted from industry practice into teaching materials as much as possible. Fourthly, in classroom teaching, teachers should realize that the teaching of applied majors is different from other theoretical courses, and strengthen case analysis and scenario simulation teaching.

As the destination of talent flow, hotel managers must realize that talent is the source of power for prosperity and development. The following phenomena should be avoided: first, enterprises lack talent training strategy, and show pragmatic tendency in talent demand and training, eager for quick success and instant benefit. Second, enterprises lack a scientific employment mechanism, and adopt the way of rule by man rather than law to cultivate and use talents. Third, some hotel managers come from the grassroots, do not attach importance to theoretical knowledge, and have the mentality of being afraid of being robbed of their jobs. They have a kind of resistance to the new college students and put great pressure on the college students with immature psychological quality in interpersonal relationships.

In this regard, the author suggests: first, hotels should establish a scientific concept of employing people and establish a talent development and reserve strategy according to the future development trend of enterprises. The general manager should personally pay attention to the cultivation of talents. The Second Factory has established a scientific mechanism for talent recruitment, training and promotion. In the early stage of college students' employment, the human resources department should introduce employee career design according to their personal specialties and the future needs of enterprises to help college students find their own position and see the future development direction clearly. Third, hotels should conscientiously implement the principles of keeping people with affection, treatment and career. For college students who are new to the hotel, special care must be given from their work and life to help them through the role change from students to employees. Fourthly, the hotel can adopt an order-based talent training plan combined with colleges and universities, sign employment contracts directly with colleges and universities, write the hotel's employment needs, training objectives and employment standards into the contracts, and guide colleges and universities to formulate teaching plans according to the needs of employers.

As for college students, they admit that they bear the hope of the undeveloped hotel industry, and they should fully realize their historical mission and sense of responsibility. We should strive to achieve: 1. When choosing a major, we should fully investigate the employment situation of the reported major and really choose a major according to our own interests. We should not only see the brilliance of the hotel, but also see the hardships of the practitioners. Once you have determined your interest, you must go on without hesitation. Second, we should establish professional concept, cultivate professional spirit (professional ethics, professional accomplishment), carefully plan our future career and define our goals.