How to do a good job in hotel training demand analysis

Many hotels attach great importance to staff training, but they often complain that the training is ineffective. Therefore, employees complain that the training is boring, monotonous and flashy. The efforts of trainers are thankless; The management spoke highly of the training department. In fact, although there are some problems in training technology, this problem is largely due to the lack of training demand analysis. So what exactly is a formal training needs analysis? What should I do? This is the main problem faced by hotel trainers and training departments.

What aspects does the training demand analysis include? At what level should it be carried out? We might as well carefully scrutinize the following table: training demand analysis table, analysis purpose, specific methods, organizational analysis and decision on where the hotel needs training, checking hotel objectives and business plans to determine knowledge and skills, comparing actual results with objectives, making human resources plans, evaluating hotel organizational environment, analyzing and deciding who to train, analyzing and deciding who needs training, and analyzing key cases of performance gap between different trainers. Demand survey: Does the hotel need to carry out training? How to carry out training? Before deciding to carry out training, we should first answer a few questions, that is, what is the hotel's goal? What kind of work do we need to do for this goal, and what kind of knowledge, skills and mentality do these jobs need? What behavior is necessary for the person responsible for completing the work? And what do we find in hotels through past cases-knowledge, skills or mentality? These problems are closely related to the decision-making of talent training needs. Usually, we can hold a hotel training demand analysis coordination meeting, which is presided over by the general manager of the hotel, and the training department manager organizes all department managers and trainers to participate. At the meeting, the contents of the above table were discussed extensively, and the process and understanding were unified. Therefore, it can also be said that training demand analysis is relatively a process of investigation, communication and balancing the resources of departments and hotels, which is important enough to affect any step of future training. The organizational analysis of training demand is mainly to find out the problems and their roots in the hotel through the analysis of the hotel's objectives, resources and other factors, so as to determine whether training is the most effective way to solve such problems. Let's look at the hotel's target analysis first. Clear hotel objectives play a decisive role in the design and implementation of training planning, and hotel objectives determine training objectives. For example, if one of the goals of a hotel is to ensure that the satisfaction rate of customer complaint handling is 100%, then some courses of "complaint handling principles and methods" must be designed for training activities, so that the value of training can be reflected in the work of completing the hotel goals. Secondly, the analysis of hotel resources. It usually includes human resources, equipment resources, financial resources, environmental resources and information resources. If the available human, material and financial resources are uncertain, it is difficult to ensure the effective implementation of training. The key to the analysis of environmental resources is the relationship between hotel training courses and hotel corporate culture. The training course design should analyze the hotel's software and hardware facilities, rules and regulations, management mode, special style of treating people and management concept, so as to combine the course with practice, instead of letting students focus on constantly using the training course to find the hotel's shortcomings, many of which are unbearable for hotel resources. Understanding the above problems and characteristics will help managers and training departments to fully and truly understand the hotel. Task analysis of training needs mainly refers to job analysis. Only by analyzing the work accurately, and on this basis, can we compile a training course that truly conforms to the hotel performance and special working environment. The basis of job analysis is the complete and continuous improvement of job responsibilities and qualifications. There are many methods for personnel to analyze training needs, usually case analysis and questionnaire survey. This paper mainly analyzes and studies the basic focus and repeated problems in the customer satisfaction survey of this hotel, as well as the training aspects that employees pay attention to and the training contents they hope to get. Because our purpose is not only to let managers and employees acquire working knowledge and skills, but more importantly, to ensure the hotel to achieve its goals by acquiring and effectively using these skills. Therefore, the ultimate measure of training demand analysis is the establishment of training objectives. It usually includes three levels-knowledge goal, behavior goal and result goal. Knowledge goal refers to what employees will know after training; Behavior goal refers to what skills employees have after training; Results The goal refers to what the hotel will eventually achieve through training, such as the improvement of customer satisfaction, the reduction of staff turnover rate, the enhancement of team consciousness and so on. In short, only by analyzing the training needs of hotels can the training be targeted and effective.