How to do a good job in the orientation training plan for new hotel employees.

Hotel new employee induction training program

In interpersonal communication, people communicate with each other to produce the first impression; In hotel service, the waiter gives the first impression to the guests; New employee entry

Vocational training is the first impression the hotel gives its employees. Once the first impression is formed, it is difficult to reverse it. New employees are the new force of the hotel, and also the focus of hotel development and training, so the training of new employees is particularly important. At present, although many hotels can do this part of the induction training for new employees, the training effect is not flattering. Some hotels only train for one or two days, and explain the employee handbook and some basic rules and regulations of the hotel according to the script. The induction training for new employees is only a working procedure, and it is natural for new employees to be familiar with their posts after they arrive at the department. I don't realize that the simpler the content of induction training is, it will not only be unfavorable for new employees to carry out their work, but also cause low work efficiency because new employees are unfamiliar with hotels and posts, affect the impression of guests on the hotel, and even cause the loss of hotel customers, thus increasing the operating cost of the hotel. This is like a famous saying of Panasonic in Japan: training costs, but the cost of not training is far greater than the cost of training!

Hotel is always a new topic, and every hotel is a new hotel.

Because hotels do work that is closely related to people. Regarding the induction training for new employees, we did this, and the employees' response was not bad. He is Gu Shan and can learn jade. I have worked in Shangkeyou hotel chain for three years, hoping to provide some lessons for my colleagues engaged in hotel training:

First, before training, check the work experience and study experience of new employees before they join the job, determine the training needs and make training plans.

Secondly, it is necessary for trainers to understand the psychological state of new employees when they join the job, so as to know ourselves and ourselves and train smoothly. After new employees take up their posts, they are not blind because of their inner fears, and they are easy to enter the following mentality misunderstandings:

Inferiority: after entering the enterprise, sometimes I feel that I am stupid at once, I don't know anything, and I have to be taught by others. Regardless of experience or mentality, old employees are much better than new employees.

Afraid of making mistakes: Because new employees are unfamiliar with the business, they are always afraid of making mistakes and being criticized before doing things, so their progress is very slow.

3 Expect tolerance: This is the most common psychological feeling of new employees. There are problems at work, which can be forgiven. However, since you are a new employee, it is unforgivable to expect others to forgive you.

Loneliness: new leaders, new colleagues, new environment and new workflow are more likely to encounter problems such as language, transportation, communication, different ways of dealing with problems including many people, and interpersonal relationships that they know nothing about.

⑤ Jealousy: Everyone has selfishness. Envy is the worst factor in human nature, which makes people lack the care of others in the world. It is most beneficial to accept others frankly and learn from their strengths.

Third, the planning time:

Teaching by example at the beginning of training is a necessary guarantee for new employees to adapt to strict hotel management and fast-paced work more quickly, which can make employees understand discipline and the seriousness of future work. In the first training class, we will distribute the training plan, which clearly defines the training arrangements for employees. The first step of training is to pay attention to employees' concept of time. For example, the training plan says that the training time is 8: 30 the next morning, and the name is 10 minutes in advance. Then the trainer will come to the training classroom at 8: 00 the next day, greet the early employees with the majestic gfd and communicate with them. Roll call at 8: 20 on time, and all latecomers are waiting at the door. After the roll call, the names of latecomers will be recorded and invited to sit down. At the same time, it is solemnly emphasized that punctuality and trustworthiness are a person's minimum morality. Starting today,

There is no reason for being late, and there is no need for an explanation. An explanation is a cover-up! "There are very few employees who are late for training in the future.

Fourth, how to start:

Due to the different time of the day, according to expert analysis, employees' learning and acceptance abilities are different at different time periods of the day, so the proportion of formal content and entertainment content that we need to explain also shows the following regular changes:

Training time, official content, entertainment content

75% 25% in the morning

Noon-6 pm 50% 50%

After 6 p.m. 25% 75%

As can be seen from the above table, after-dinner training is the most difficult part of the day. Unless you are humorous enough, try to avoid it. Knowing this, we can choose the training opening that we are good at or like.

No matter what kind of training you receive at the beginning, please set the tone of the training as follows: learning is a happy thing, and you can't blame students for not learning well or mastering the knowledge they deserve. This is entirely the responsibility of training teachers. As a trainer, let students realize that learning from training is a happy thing, and it should be the responsibility and work goal of the trainer. According to the characteristics of personalized teaching, the training is roughly as follows:

→ Game opening: Remember that people are naturally playful. Learn through play, grow through games, and understand through cooperation. Usually the game can be used for reference, but how to play it depends on yourself.

In a training session, I gave each new employee a blank sheet of paper. Please close your eyes and listen to my password.

I folded an ancient copper coin, and then let all kinds of employees stand up for everyone to see. Then I will tell you why I listened to the password of the same person, but folded it into such a strange origami. Because everyone has not received unified training, hotel services are personalized in specification. And why do you ask everyone to fold this copper coin? I hope that since everyone has embarked on their jobs, they will do things for others, take money as an example, and be independent people instead of following the crowd.

→ story opening: the story opening should attract the attention of employees. Stories can be varied, but they must be able to explain some truth and produce meaning.

I once started with a joke: two mice were walking, a big mouse and a little mouse were talking and laughing happily when they suddenly met a cat. Two mice, running all the way, and a cat are chasing after them, and they are about to catch up.

Just then, the mouse suddenly stopped, turned around and barked at the chasing cat. The cat hesitated, turned and ran away. The big mouse breathed a sigh of relief and said to the dumbfounded little mouse, "Look, how important it is to learn a foreign language!" " "Through this story, I told the staff who have been fascinated: learning is a lifelong thing. If the knowledge learned in school is not updated in time, it will be eliminated within three to five years.

→ Singing: Chorus is the best way to embody and cultivate team spirit. Everyone's voice is the loudest, but everyone's voice is drowned in the collective and merged into one voice. It doesn't matter if you sing wrong, the group will tolerate you and you will feel your voice swimming freely in the air. Singing can also cheer people up and concentrate.

→ Question Opening: Asking questions can make everyone think together, thus paying attention to the trainer's own speech. The opening of the question must boost morale and improve morale. Don't ask difficult questions at the beginning, but let everyone answer them enthusiastically, so as to play the role of opening the topic.

What do you think is the main reason why a person becomes rich, relatively successful or promising?

② What is happiness? What is sadness? Please give an example after your answer.

Verb (abbreviation of verb) the exemplary role of the trainer: the trainer can be said to be the image spokesperson of the hotel in the eyes of new employees. The trainer's usual words and deeds, gfd, politeness, politeness and flexibility are all examples that new employees should keep in mind. Teacher, therefore, preaching, teaching and dispelling doubts are not righteous, how can they be righteous! So as a trainer, we must strike while the iron is hot.

6. Enthusiasm of trainers: Training is not scripted, and professional books are everywhere. If the training is just a formality, it is better to copy books or materials and let employees recite them at home. Training should be a thing full of innovation and passion. You will find it interesting to think about the process that others will never attend the meeting. A trainer can only do a good job of training if he loves training from the heart. Otherwise the slogan is empty. The more people make plans, the less likely it is to carry them out to the end.

7. Training should be interesting: the trainer should have the ability to mobilize the atmosphere and improvise, and be good at using many different training methods to train different employees in different ways.

Eight, training assessment: training without assessment is equal to not training.

9. Training evaluation: Under normal circumstances, new employees can fill in the employee training evaluation form. However, due to the different perspectives of each trainer, I think even a simple employee training evaluation form should not be limited to the forms in hotels or books, and can be modified appropriately according to what you want to know, so as to be more suitable for hotel training management.

X. Training tracking: Hotels generally assign new employees to relevant departments after training by the Human Resources Department, and then report them to the induction training for new employees.

For a while, but I think there should be a training tracking process, such as a week after new employees enter the department.

Trainers organize seminars for new employees, asking them what problems they have encountered in the new working environment, what skills they have learned and what problems they think new employees have.

You can attend induction training. This first makes the new employees feel that the hotel human resources department has been paying attention to their growth, and then lays a better foundation for the training of the next batch of new employees in the hotel.

At the end of this article, I would also like to elaborate some views on the training of new employees. The training of new employees is not omnipotent, and new employees cannot be expected to master all hotel-related knowledge in just a few days. The induction training for new employees should be conducted by hotel trainers to help employees understand the hotel and services, help employees establish a good working attitude and help employees establish a healthy and positive outlook on life and the world. In today's fierce competition and numerous hotels, 80% of the work done by a hotel will also be completed by its competitors, because to complete the work, it is always necessary to obtain information, knowledge, raw materials and technology, and these resources are open to all parties. Therefore, the success or failure of a hotel management depends on another 20% of the hotel's work, and this other 20% is entirely human factors. Providing good training for employees is the biggest, best and most effective way to improve this 20%.