How to write a hotel training plan?

Human capital is the decisive factor that determines whether a hotel company has a competitive advantage, and hotel training is an important means to improve quality and skills. is a necessary condition for obtaining this competitive advantage. Below is a hotel employee training plan, please refer to it. Hotel employee training plan sample 1

In order to comprehensively improve the overall quality of Datong Palace Hotel employees, promote the formation of good professional awareness, professional culture, professional ethics and professional skills, and strengthen training quality management.

To this end, we will strengthen the core of people-oriented training work, combine the needs of both enterprises and employees, root the concept of concentric culture, promote positive energy, establish new trends, improve the quality of all employees, and improve business The implementation of "level" ideas is deeply rooted in the hearts of the people, enhances the guiding role of employees' career development and job growth, and improves employees' subjective initiative in spontaneous learning.

Strengthen the pertinence, practicality and effectiveness of training, make the training more efficient in transforming into actual work ability, promote the improvement of personal performance, thereby driving the improvement of the overall staff quality of the hotel; create a team of integrity for the hotel , professional, innovative and collaborative staff team to provide human resources guarantee for the entire hotel to achieve its business goals.

1. With the guiding ideology of promoting righteousness, establishing new trends, improving the quality of all employees, and improving professional standards, we highlight the following key points:

(1) Training ideas

1. Promote the professional transformation of hotel employees, improve employee literacy, change work ideas, change employees' mentality, and find their personal positioning;

2. Establish the hotel's core value system and cultivate employees' identification with the enterprise

3. Promote the establishment of a learning organization, improve professional management levels and business skills, and guide managers to transform from controlling management to coaching management;

4. Cultivate talents and cultivate talents suitable for the development of the hotel for the hotel's grassroots departments.

(2) Training objects:

1. All hotel employees: new employees, junior employees, foremen, supervisors, managers and hotel senior management personnel

( 3) Training courses:

1. Required basic courses for employees

2. Required courses for employee skills

3. Pre-job training courses for new employees

4. Management skills improvement training courses

(4) On-the-job training arrangement procedures

1 (Training projects supervised and inspected by the Human Resources Department)

Training on important management systems of each department, such as the operating specifications of the engineering department, the entry and exit of the finance department, etc. Each department must have training records, signed by the training consultant for confirmation, the human resources department keeps the originals, and the department keeps copies; each department is required to submit training records and the original signed by the training consultant.

Second training policy

1. Professional: strengthen professional learning, strengthen peer exchanges and external learning, broaden horizons and ideas;

2. Practical: based on Training is carried out according to the actual situation of the hotel, with the purpose of solving work problems and sustainable development of the hotel;

3. Efficiency: daily work is organized, time management is strengthened, and work efficiency is improved;

4. Innovation: Continuous innovation in corporate culture construction, learning atmosphere creation, curriculum development, etc.;

5. Sharing: Create an interactive learning organization, learn from each other, share with each other and improve each other.

Three training priorities

1. Improve the training system

(1) Establish and improve the team of part-time trainers in the department: continue to open training courses and train people out of the hotel Internal trainers;

(2) Improve the hotel public courses and business skills training system for various departments;

2. Develop and improve grassroots management courses

(1) Basic compulsory courses: see Appendix 1

3. Standardized training materials:

The training consultant of the training institution will prepare or improve the training materials, and the preliminary review time will be determined through negotiation, based on If problems are found during the modification and application process, further revisions will be made and finally completed after approval.

4. Strengthen management training

(1) Assist the general manager:

Recommend effective information, articles, etc., broaden your horizons, and recommend suitable management tools or The concept is aimed at the managers of Wangfu Grand Hotel to facilitate the general manager to provide guidance to the heads of various departments;

(2) Guide the managers:

Use internal training courses, outbound training, and invite Lecturers come in and provide training to managers of various departments. The content of the course is highly targeted, and follow-up after training is strengthened. Evaluation and summary are conducted after formal training. Communication with heads of various departments is strengthened on a daily basis, and timely suggestions and assistance are provided for the work of the human resources department.

(3) Training and supervision:

Carry out two periods of internal lecturer training and a series of supervision training courses, and use daily meetings and individual counseling to guide management concepts. Discuss and share management skills, and guide the supervisors of each department to carry out daily management and training of the department.

(4) Cultivate reserve cadres:

Train outstanding hotel employees and senior employees as reserve cadres, provide daily work guidance, and assist the Human Resources Department in providing employee career planning guidance.

5. Training assessment and evaluation:

1) Assessment of employee induction training. When new employees join the job, they need to attend the required employee induction training course and pass the test before they can go to the department. Arrive at work and work normally.

2) The connection between training, assessment and promotion. Internal promotion requires participation in the required courses for the position before you are eligible for promotion. If a junior employee is promoted to foreman, he or she must take the compulsory courses for junior employees and pass the grade before he or she can be selected for promotion; if a foreman is promoted to a supervisor, he or she must take the compulsory course for supervisor and pass the grade before he or she can be selected for promotion. Use this to evaluate one by one;

3). The full score of the test paper is 100 points. The content of the test paper is as follows:

--Test paper for new employees (the passing score is 60 points)

--Test paper for junior employees and foremen (the passing score is 70 points)

--Supervisory employee test paper (passing score is 80 points

--Middle and high-level assignments and test papers (passing score is 90 points) Hotel employee training plan sample 2

1 , background, purpose:

The hotel branch---Hedong Yulongwan Hotel is preparing in an orderly manner according to the preparation plan. As part of hotel management, it is also an important task before the opening. The Human Resources Department based on actual According to the current situation, a pre-opening employee training plan is being drafted to ensure the normal opening of the hotel, so that new employees can master the basic knowledge, business skills, and service awareness of hotel services as soon as possible, so that they can quickly integrate into the hotel and enter the work, so that the hotel can start as soon as possible. Normal operation, easy to manage and operate.

1. Training team: team leader, human resources director, deputy team leader, heads of departments, and executor Zhang Zongxing

2. Training scope: hotel All personnel who will work after opening, especially front-line personnel.

3. Training content: First, centralized training on general knowledge, service skills, and service awareness of the hotel industry organized and prepared by the Human Resources Department; First, departmental business skills, business knowledge, and business organized by each department Process training.

4. Training time: according to the hotel opening preparation plan.

5. Training location: To be determined based on actual conditions.

6. The training work shall be specifically arranged and coordinated by the Human Resources Department, and all departments shall cooperate and complete it simultaneously. 7. Trainees should attend, check attendance, and ask for leave as normal.

8. Training principles: Combine theoretical training with practical training, focusing on training effectiveness, operability and practicality. 9. Intersperse training with purposeful and meaningful games.

10. After the training, conduct a theoretical and practical assessment of the training effect.

3. Training cost budget

1. Uniform distribution of notebooks and pens: 150*(2.5 0.5)=450 yuan 2. Small gifts for training rewards: 200 yuan

3. Other expenses such as hotel paper, water and electricity, personnel salaries, external teachers, overseas study fees, etc. will be used in the training.

IV. Description

1. The time, location, and content of all training plans need to be based on the plan of the hotel opening preparation team for the next step of specific planning and content enrichment.

2. Training organized by the Human Resources Department focuses on time, location, and assessment; department training is implemented by the department in accordance with the training plan submitted to the Human Resources Department (reviewed and approved by the General Manager), and the Human Resources Department Cooperate with relevant work. First, focus on participating in training organized by the Human Resources Department, and then return to their respective departments to participate in department training.

3. Leaders should consider whether to use full-time training or semi-full-time training (training in the morning and hotel land reclamation in the afternoon).

4. Leaders are asked to consider whether to increase military training programs.

5. The training and study of expatriates shall be carried out in accordance with the "Regulations on the Expatriate Study of Buckingham Palace Hotel Personnel". Hotel employee training plan sample 3

Employee training and department service quality inspection will be the focus of the entire year of 20xx. The theme of building a learning enterprise and serving as intelligent employees runs through it. Actively explore practical ways to build a learning organization, so as to promote the overall improvement of the overall quality of employees, strive to accumulate resources for the development of the hotel and solidify the basic skills of employees.

The employee training in 20xx aims at the hotel’s development and job needs, effectively improves employees’ awareness of the importance of training, actively guides employees to learn consciously, master service skills proficiently, enhance job competitiveness and train employees self-confidence, cultivate a team of high-quality employees with high-quality services and distinctive skills, and continuously strengthen the brand image and market competitiveness of Yijiaxian.

The training work takes the store (department) as the basic training unit. Implement the training principle of combining operational skills, service skills, and service attitude, and organize and implement training methods to fill job vacancies and provide multiple skills for one position. It is expected to carry out targeted training in three aspects to continuously improve employees' job awareness and job skills.

1. Professional skills training

(1) New concepts and ideas of management have become an urgent knowledge need for hotel employees, including managers. Therefore, this year we plan to increase the training of professional knowledge for managers. When conditions permit, some employees will be sent to participate in some tourism management professional certification training to make hotel management work more formalized and standardized. At the same time, it also strengthens and improves employee loyalty to the company. Yijiaxian first solves the problem of staff turnover rate in the catering industry.

(2) The hotel front office is an important window for creating high-quality services and enhancing corporate image. The lack of service skills and irregular operating procedures will inevitably have a vital impact on the hotel's operations. . therefore.

This year we will strengthen basic and standardized service process training and continuous skills competitions to strengthen the continuous improvement of employees' various service skills. In the training of service skills, external recruitment and internal training will be combined to increase efforts and strive to successfully complete this task while maintaining both business and training.

(3) In the pre-job training assessment for hotels, basic service theory and operational skills are generally not strong. This year will be a focus on improving the quality of employees. If conditions permit, front-line staff and service personnel will once again be organized to conduct technical verification in the second half of the year.

2. New employee training

New employees are the new force in hotel business activities. Enhance their own quality and become proficient in job skills, allowing them to improve as quickly as possible with the rapidly developing hotel. Based on the principle of "training while on the job", we conduct step-by-step on-the-job training for new employees in a planned and step-by-step manner. The employee handbook, safety knowledge, and service skills should be considered as basic training content, and will be included as one of the conditions for formal installation after passing the assessment.

3. One specialty and multiple abilities training

Establishing a learning team and becoming intelligent employees is the theme of hotel training in 20xx. Cultivating multi-functional talents with one specialty is the starting point of our work. Therefore, this year we will start with training in these two aspects.

(1) Select and send some business backbones in the store to some professional schools and training institutions for training and learning of relevant business knowledge to improve service levels.

(2) Implement follow-up training for different types of skills in some positions in the store to strengthen personnel flow and solve the problem of staff shortages in emergency situations. At the same time, it also provides employees with a comprehensive grasp of service skills and strives to create one specialty with multiple skills. Provide necessary quality conditions for capable intelligent workers.

IV. Quality Inspection

Employees will only do the work we inspect and will not do the work we require. ?This is a shortcoming that currently exists in hotels. It also shows that some employees’ own enthusiasm and lack of attention to rules and regulations are inevitable conditions for low team awareness and execution. Therefore, this year, we will comprehensively improve and gradually solve some existing problems through a combination of training and inspection.

1. An elegant environment and clean hygiene are the prerequisites for the business activities of a catering enterprise. The first health quality inspection was carried out in 20xx. Formulate "Hygienic Quality Inspection Standards and Detailed Rules", "Store Hygiene Inspection Form", and "Company Hygiene Quality Inspection Form". It is planned that each store (department) will have recorded inspections up to three times a week next year. A three-level inspection system has been formed, starting with inspections by the heads of each department in the store. Followed by the store manager once. Then there is a quality inspection by the company. This frequency of inspections will lead to an overall improvement in overall hygiene.

2. Service quality and service attitude are important indicators that reflect the management level and hotel grade of the entire hotel. They are also one of the issues that many hotels have been talking about. The service is endless. We will make changes through supervision and inspection. Promote the improvement of service quality through training and supervision. Gradually strengthen the use of "Customer Comment Cards" and formulate "Service Quality Implementation Rules". Promote employees to achieve a new understanding and improvement of service concepts.

5. Other management assistance and parties involved

1. The management of employee dormitories has reached a new level. Create image data files. Store collaboration is required to conduct documented security inspections and accommodation inspections at least once a week.

2. Assist the store to do some daily auxiliary work and some reception tasks.

3. Take seriously every matter and task assigned by the leader.

4. Production and selection of hotel basic training materials.