How to Establish Hotel Training System

First, the basic principles of establishing an effective hotel training system

1, the principle of integrating theory with practice and applying what you have learned.

Hotel staff training should be targeted and practical, starting from the actual needs of hotel work, closely combining the post characteristics and the age and knowledge structure of the trainees.

2. The principle of training all staff and paying attention to improvement.

Train all kinds of hotel employees in a planned and step-by-step manner to improve the quality of all employees. At the same time, we should focus on training a number of technical and management backbones, especially middle and senior managers.

3. The principle of teaching students in accordance with their aptitude

According to the actual skills, positions and personal development wishes of each employee, the training methods and methods should be suitable for individual personality characteristics and learning ability.

4. The principle of pragmatism.

Effect and quality are the key to the success of hotel staff training, so it is necessary to make a comprehensive and thorough training plan and adopt advanced and scientific training methods and means.

5. Incentive principle

Hotel personnel training must be combined with personnel appointment, promotion, rewards and punishments, wages and benefits, so as to motivate students to a certain extent, and managers should also pay more attention to students' study, work and life.

Second, the establishment of an effective hotel training system

1. Analysis and evaluation of hotel training needs

To make a training plan, we must first determine the training needs. Forecast the training demand from the aspects of natural attrition, existing post demand, hotel scale expansion demand and technology development demand. For general training activities, the requirements can be determined by the following methods:

(1) business analysis (business analysis) determines the business focus by discussing the business development direction and reform plan of the hotel in the next few years, and applies a forward-looking perspective in line with the overall development strategy of the hotel to bring the newly developed business into the training category in advance.

(2) The necessity and suitability of organizational analysis training and the cooperation of organizational culture are extremely important prerequisites. Otherwise, if the training causes greater cognitive differences in hotels, it will not be worth the loss. Secondly, we should also analyze the organizational structure, objectives, advantages and disadvantages to determine the scope and focus of training.

(3) One of the purposes of job analysis training is to improve the quality of work. Based on the job description and job specification, determine the working conditions, responsibilities and quality of the person in charge of the post, and clarify the connotation of training.

(4) Opinion survey: interview supervisors and employees at all levels or conduct questionnaires to ask about their job needs and truthfully explain what training topics or abilities should be strengthened.

(5) Performance appraisal A reasonable and fair performance appraisal can show employees' ability defects. After the final performance appraisal is completed, it can reflect the plan that employees need to improve and stimulate their potential. Therefore, performance evaluation has become an important source to determine training needs.

(6) In the process of employee promotion in the evaluation center, in order to ensure the appropriateness of selecting candidates, it is an effective method to measure the ability of candidates by using the evaluation center, and it can also measure the key points of employee training needs.

For special training, self-application can be adopted to meet the needs and timeliness of the work profession.

Training needs reflect the expectations of employees and hotels for training, but to turn these needs into plans, it is necessary to evaluate them. The evaluation of training needs usually starts from the following aspects:

(1) Whether the training needs are consistent with the strategic objectives of the hotel. Only the training needs that meet the strategic objectives of hotel development will be met. Training needs should at least meet any of the three objectives of imparting knowledge, developing skills and changing attitudes.

(2) Whether the training needs are consistent with the hotel culture. If a certain training demand conflicts with hotel culture, it will cause confusion of hotel culture, and the result will not be worth the candle.

(3) The number of employees participating in the training needs. Different employees have different training needs, so the training needs of most hotel employees should be given priority.

(4) The importance of training needs to organizational goals. If training can bring great benefits to the organization, it should be given priority.

(5) Professional level can be improved through training. Priority should be given to the demand that the professional level can be greatly improved through training. Training needs assessment can determine whether training needs should be met, and it needs to form a sequence according to the priority order, which creates conditions for designing training systems.

2. How to establish an effective hotel training system?

Hotel staff training system includes training institutions, training contents, training methods, training objectives and training management methods, and training management includes training plan, training implementation and training evaluation. The establishment of an effective training system needs to optimize the design of the above aspects.

(1) Training institutions. There are two kinds of hotel training institutions: external training institutions and internal training institutions. External institutions include professional training companies, universities, and inter-company cooperation (that is, sending our employees to other hotels for temporary training, etc.). ). Hotel internal training institutions include specialized training entities, or human resources departments or separate training departments to perform their duties. The hotel comprehensively considers the factors such as funds, personnel and training content, and decides whether to choose an external training institution or an internal training institution. Generally speaking, larger hotels can set up their own training institutions, such as Motorola Corporation of Motorola University and BenQ Dentsu of BenQ University. Small-scale companies, or the training content is more professional, or there are few trainers and lack of economies of scale, they can turn to external consulting institutions for help.

(2) Training objectives. According to the different participants, it can be divided into: senior management training, middle management training, supervisor training and employee training. According to different training objects, design corresponding training methods and contents. Generally speaking, for senior managers, it is mainly to instill ideas and abilities, and the number of participants should not be too large, adopting short-term reinforcement and discussion learning; For middle-level personnel, pay attention to the cultivation and guidance of interpersonal skills, the training scale can be appropriately expanded, the training time can be appropriately extended, speeches, discussions and reports can be staggered, and interactive opportunities can be used to increase the learning effect; For the training of supervisors and employees, it is necessary to strengthen the cultivation of their professional skills, which can be carried out in the form of large class system and extended education for a long time to enrich the basic concepts and practical operation level of employees.

(3) Training methods. From the way of training, there are on-the-job training and off-the-job training. In-store training refers to ideological guidance, job rotation and professional training. Foreign training is to send excellent employees to first-class hotels or professional colleges for training by going abroad, which plays a very good role in improving employees' concept, interpersonal communication and professional and technical ability. By combining in-store training with overseas training and adopting different methods for different training contents, good results will be achieved in employee training.

(4) Training plan. The management of staff training is very important, and an effective training system needs good management as a guarantee. The training plan covers training basis, training purpose, training target, training time, course content, source of teachers, implementation progress, training funds and so on.

An effective hotel training system requires that the training plan should be made according to the recommended management procedures. First, the human resources management department (or the competent training department) issues the training demand questionnaire, which is summarized after being discussed and filled in by personnel at all levels, and then the training draft is drawn up and organized to be discussed and passed at a special meeting. In terms of training methods, we should consider adopting various ways, and make good use of speech, discussion, discussion and simulation to enhance the training effect. At the same time, in terms of training content, it is best to adopt a self-management method, and employees and supervisors or lecturers jointly formulate training objectives and themes. Open and liberalized venues can increase employees' willingness to learn and improve learning effects.

(5) Training implementation. After the training plan is formulated, it must be implemented in an organized manner. From a practical point of view, we should pay attention to several issues:

(A) it is best to combine training with assessment, pay attention to process control, and observe the reactions and opinions of participants during training. Training is a continuous psychological transformation process, so the changes of employees in the training process are more worthy of attention than the training results.

(b) When implementing the training plan, the principles of flexibility and exception management should be emphasized. For general training, it can be handled as a whole, and the training department is mainly responsible for it. For specific training, exception management should be adopted, and each department should handle it flexibly according to the specific situation.

(3) Training activities should pay attention to communication in advance and create a learning atmosphere, so as to strengthen learning interaction, create a good learning atmosphere and gradually establish a learning organization.

(6) Training evaluation. The effect evaluation and feedback of training can not be ignored. On the one hand, the effectiveness evaluation of training is a test of learning effect, on the other hand, it is a summary of training work. The methods of effect evaluation are divided into process evaluation and post-evaluation. The former attaches importance to the improvement of training activities, thus enhancing the effectiveness of substantive training; The latter is for the decision-making reference of the training department. From the point of view of rationalization, it is best to combine the two. The methods of effectiveness evaluation can mainly adopt the following methods:

(a) If the purpose of training is to understand the participants' reaction, we can use observation, interview or opinion survey to understand the participants' satisfaction with the training content, theme, teaching materials and environment.

(b) If you want to know the learning effect of participants, you can use written test or experience to know their knowledge growth.

(c) If you want to know the changes of participants' behaviors, you can observe their behaviors and interview their supervisors or colleagues.

(d) It is more difficult to measure job performance, which may be influenced by external factors.