Case analysis of human resources training and development

(1), how do you evaluate this training in this hotel?

Training seems trivial, but it still needs management, so it also needs planning and assessment. This kind of training has been doomed from the planning stage; Everything that happened in the later implementation was (inevitably) caused by poor planning.

(2) What are the main problems in hotel training?

-Basic oral training for employees: the key to oral English is to "understand what the guests say first", so short-term training can't achieve the effect and can only resist for a long time;

—— From four to six o'clock every afternoon, * * * trains for one week: the time is too short.

-All employees must attend: As mentioned above, the training target should not be extended to the whole company, and departments should be selected to teach students in accordance with their aptitude. The learning content of concierge and western restaurant employees is different, and some departments can implement it later.

-All departments say that they are busy with work and have no time for training: therefore, grades are not the basis for rewards and punishments, but attendance!

-There are many changes because of the uncertain time for training teachers: this is the problem if you want to save money and not hire foreign teachers; Pay for external lecturers, at least solve this problem first; Also, if you can speak English, you may not be able to start classes, which is far from it;

-The staff canteen should open at five o'clock: the implementation plan does not take this into account, so the plan is not good;

-The financial department said that the company was short of funds and the top three employees were not rewarded: the implementation plan did not take this into account and was not countersigned by the financial department, so the plan was not good;

(3) Please provide a simple training plan to improve the training plan of this hotel.

Focus on the catering department, sales department, front office and security department;

Let the sales department take English as an essential skill, and the course content is mainly simulation and situational exercises;

The teaching plan of the food and beverage department is different from that of the front hall, so the time is different, and it can also be used as a small class system;

The general quality of the security department is not as good as that of the above departments. It is recommended that the necessary sentences be recited in the course content. For example, if you are in charge of the parking lot, you should learn to drive east and west after you enter, please park in the XX parking lot and so on.

Attendance and achievements are first presented to the direct supervisor by the human resources department, and then collected back to the human resources department.

The results are not based on the on-site exam, but the on-site exam is the highlight.

According to the above considerations, it is enough to write a training plan for each department.

Who to train, teaching content, date and time, class place, lecturer and sauce is a simple training scheme, but on the whole, this training scheme is not simple! !