Why can't the hotel keep college students?

At present, more and more comprehensive universities offer hotel management majors, and more hotel management majors in vocational and technical colleges have sprung up like mushrooms after rain. Judging from the number of college students majoring in hotel management, it can be said that there are many talents, and 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, this problem was often blamed unilaterally on the hotel industry itself "without buttonwood trees, it can't attract golden phoenix" (lacking the mechanism of educating people, employing people and retaining people). In fact, this not only reflects the problems existing in the hotel industry itself, but also reflects on a deeper level.

Problems in talent training and specialty selection in colleges and universities. Analysis from two aspects: universities and hotels;

institutions of higher learning

As the cradle of talent training, colleges and universities play an inestimable and irreplaceable role in the sustainable development of the hotel industry. However, because most colleges and universities in China are public, there are institutional reasons that make colleges and universities irresponsible for the employment rate of graduates, so that when cultivating talents, they can't act according to the law of supply and demand in the talent market. It's not what talents the market lacks, but what talents I cultivate. It's about what talents I train and what talents you choose. As a result, some colleges and universities have many problems in department setting, specialty setting, training direction, teacher team construction, curriculum setting and so on.

1, the department setting does not pay enough attention to the hotel management major, which is often regarded as a subordinate major of the Department of Business Administration or the Department of Tourism English. Therefore, the allocation of teachers and funds is not satisfactory. Furthermore, it will affect the development of hotel management as an independent and urgently needed discipline.

2. The strength of professional teachers is weak, and the allocation of teachers' knowledge structure is unreasonable. Many colleges and universities only set up hotel management majors according to the demand for talents in the booming hotel industry, but they lack teachers with high literacy from theory to practice. Many teachers are transferred from other majors and lack industry experience. As an applied major, hotel management has strict requirements for teachers' work experience. When recruiting hotel management teachers, many colleges and universities often require graduate education or graduation from key universities, but ignore the industry experience that applied professional teachers should have, which is what these highly educated talents lack. On the other hand, theory teachers train theory students, but the hotel industry urgently needs applied talents with certain theoretical knowledge and strong practical ability.

3. Universities don't have a deep understanding of the teaching and management of applied majors, and there is a phenomenon of emphasizing theory over practice in curriculum design and teaching methods. According to the investigation report on the employment situation and development of college students in China Human Resources Development Network in 2006, at present, college students' lack of understanding of enterprise post knowledge has become the primary problem that puzzles their employment; Third, I lack confidence in my professional quality. This fully illustrates the problems existing in the cultivation of applied talents in colleges and universities.

4. 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, and their knowledge can't keep up with the rapid development of the hotel industry. The guidance of some hotel management textbooks is not as good as the management mode and operation norms compiled by 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. College students who lack hotel awareness often can't adapt to the semi-military management of hotels, while college students who lack safety knowledge don't know how to deal with many safety problems faced by hotels (fire prevention, theft prevention, food poisoning prevention, industrial accidents prevention, accidental injury of guests, terrorism prevention, etc.). ).

It is suggested that colleges and universities take the following countermeasures

1. For applied majors, it should be a major teaching task to cultivate college students' practical ability and professional quality and change the traditional concept of emphasizing theory over practice in academic education in China. Just like the misunderstanding of foreign language teaching methods in China, oral teaching is ignored and grammar knowledge is emphasized. As a result, students can't communicate with foreigners. In fact, if you speak more spoken English, you will naturally master grammar. Therefore, colleges and universities should fully realize that no matter what major, what they have learned is the most important.

2. In the construction of teaching staff, in addition to absorbing some high-level talents as theoretical leaders of this major, we should also absorb a group of hotel professional managers with rich theoretical knowledge and high practical skills to enter the teaching staff. For these teachers, the educational threshold can be lowered appropriately.

3. It is best for independent tourism colleges to adopt the integrated development model of colleges and stores, and other comprehensive colleges should have special practice bases for hotel management. Professional teachers should regularly go to the hotel to work and participate in the operation. Only through working practice can we cultivate a real "double-qualified" teacher, not a "double-qualified" teacher. Such teachers, who put down their textbooks and come to professional posts, are professional managers; Pick up the chalk, that is, scholars and professors. In this mode, college students can practice in hotels during the winter and summer vacations, which not only exercises their ability to apply the theoretical knowledge they have learned, but also sees their own shortcomings in practice; At the same time, it also increases students' sense of identity with their future careers. This model also provides a better stage for teachers to practice theory and summarize theory.

4. When selecting or compiling teaching materials, teachers should thoroughly investigate the development of the hotel industry today, select or compile teaching materials with practical guiding significance, and try to write new knowledge, new ideas and new practices extracted from industry practice into teaching materials in order to better guide practice.

5. In classroom teaching, teachers should realize that the teaching of applied major is different from other theoretical courses. In classroom teaching, we should strengthen case analysis and scenario simulation teaching. Case analysis can improve students' ability to use knowledge to analyze problems, and scenario simulation can help students better master and use the skills they have learned.

6. In terms of semester arrangement, we should explore more flexible time arrangement, change the time arrangement of college students' internship in the first half of graduation, better realize the combination of work and study, and take the road of combining theory with practice.

In terms of hotels,

As the destination of talent flow, hotel industry leaders must realize that talent is the power source of hotel prosperity and development. We should attract and retain talents with the mind of "all rivers run into the sea" and perfect mechanism. Avoid the following phenomena:

1. Enterprises lack talent training strategy, and show a pragmatic tendency in talent demand and training, eager for quick success and instant benefit. The hotel does not have much expectation for the new college students, which encourages them; It is to pursue "takenism" and require college students to reach a certain level in a short time. These abnormal tendencies violate the objective law of talent growth, leading to the fear of new college students and it is strange not to run.

2. Some enterprises lack a scientific mechanism for employing people, cultivate and use talents by rule of man rather than by law, and select talents according to the personal likes and dislikes of enterprise leaders. Throughout the well-known enterprises at home and abroad, there is a mature mechanism for recruiting, cultivating and using talents, and a complete and scientific process for talent recruitment, employment, training, promotion and performance appraisal. Just like Haier Group in China, talent selection is "different from horse racing" and has been integrated into the corporate culture.

3. Some hotel managers come from the grass-roots level, do not attach importance to theoretical knowledge and are afraid of being robbed of their jobs, so they are resistant to new college students. Therefore, it has caused great pressure on the interpersonal relationship of college students with immature psychological quality.

4. Insufficient investment in talent training can't provide attractive salary for college students, and lack of mechanism and special funds for college students' study and retraining, which leads to college students' gloomy future.

It is suggested that the mall take the following measures.

1. 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.

2. Establish a scientific talent recruitment, training and promotion mechanism. In the early stage of college students' employment, the human resources department should introduce employee career design according to their personal specialties and future needs of enterprises to help college students find their own position and see their future development direction clearly.

3. The hotel should conscientiously implement the principle of keeping people with affection, treatment and career. For newly arrived college students, the hotel must give special care from work and life to help them through the role change from students to employees.

4. Hotels can combine with universities, adopt an order-based talent training plan, directly sign employment contracts with universities, and write the hotel's employment needs, training objectives and employment standards into the contracts, thus guiding universities to make teaching plans according to the needs of employers. The hotel can also send professional managers with high theoretical level and strong teaching ability to participate in teaching and publicize the hotel corporate culture. And invite college students to practice in the store every winter and summer vacation to enhance their sense of identity with the hotel.

5. To improve the salary of new college students, it should be higher than that of ordinary hotel employees, so as to satisfy their sense of psychological accomplishment. Freshmen have the characteristics of comprehensive theoretical knowledge, strong learning ability and quick entry into roles. Practice has proved that after three to five years of running-in, most college students can take up middle and senior management positions in enterprises and become the core strength of hotels.