How to reduce the loss of college students majoring in hotel management

The development of hotels urgently needs high-quality talents who have received professional training and are proficient in hotel management, so hotels need to recruit a certain number of college students to improve the overall quality of employees. On the other hand, it is difficult for college students recruited by hotels to gain a foothold in this industry. In recent years, there are more and more employee turnover of hotel management graduates. Therefore, many hotel human resources departments are more inclined to recruit high school students (or vocational high school students) than college students when recruiting employees. This paper analyzes the present situation and causes of these problems, and puts forward some targeted solutions. 1. Correct college students' employment ideas 1. The employment situation of hotel management major has serious problems in the employment mentality and orientation of hotel management major, and there is a big gap between the concept and values and the hotel requirements. College students majoring in hotel management generally have a lofty mentality when choosing a job, lacking practical experience in hotels and mental preparation for accumulating practical experience, which leads to a large number of promising college students majoring in hotel management flowing to enterprises and companies outside hotels. On the contrary, non-hotel management graduates seize the hotel employment market, leading to a decline in the employment market share of hotel management graduates. Invisibly, the employment rate of hotel management major is low. Cause analysis: Through years of practical hotel work experience, the author realizes that the college students majoring in modern hotel management have the following main problems. (1) Lack of understanding of the comprehensive qualities that hotel managers should possess. Hotel managers should not only have a certain level of professional theory, but also have rich practical work experience. Most newly graduated college students are completely unprepared from the grass-roots level and expect too much from work and treatment. At present, in the hotel industry, most managers start from waiters, accumulate experience and then be promoted to managers step by step, and these experiences are often the basis for the success of hotel management. Therefore, it is difficult for college students majoring in hotel management to gain a foothold in the hotel if they don't enrich their experience from practice. (2) Do not agree with occupation. In the early days of China's reform and opening up, many people poured into the hotel industry because of the attraction of external factors such as working environment and salary. However, with the in-depth understanding of hotel professional characteristics and the disappearance of the mystery of foreigners and foreign-related industries, the sense of professional superiority of hotel employees has weakened, leading to a large number of brain drain. (3) Lack of psychological quality that is not afraid of difficulties and setbacks. Because college students are on the same starting line (the same job and salary) as vocational high school students after arriving at the hotel, they are slightly inferior to vocational high school students in front-line operation skills, which causes psychological imbalance among college students and makes them lose confidence in continuing their work. (4) The graduates majoring in hotel management are too arrogant and divorced from reality to some extent. Some students don't want to spend more time in the professional skills operation class during their education at school, but just want to muddle along and not work too hard. (5) At present, the enrollment system of colleges and universities in China is still based on scores, so students have great blindness in choosing university majors and lack a correct understanding of the hotel industry. When college students have a certain understanding of hotel work, their majors deviate from their own wishes, leading to the loss of hotel management majors. 2. The solution (1) educates students to correct their job-hunting motivation and mentality. College students should establish the idea of starting from the grass roots and realize that after entering the hotel, there will be no career success without starting from the waiter first. Grassroots work provides favorable conditions for college students to display their talents. College students should overcome the fear of difficulties, be patient, avoid the anxiety of being eager for promotion, establish the concept of starting from scratch, cultivate the work style of focusing on the overall situation and starting from small things, and establish a good job-hunting mentality. (2) College students should have a realistic understanding of themselves. We should not only consider "what career do I want to engage in" and "what job do I want to do", but also comprehensively examine ourselves with the thinking mode of "what can I do" and "what the hotel needs me to do". College students should learn to foster strengths and avoid weaknesses, give full play to their own advantages and actively seize the opportunity of success. Determine the appropriate expectations, timely coordinate the relationship between individual volunteers and the needs of the hotel industry, and reasonably control their emotions and behaviors in order to gain the recognition of the industry, so as to succeed in job hunting and career selection. (3) Educate students to cultivate the psychological quality of not being afraid of difficulties and setbacks in their daily work. It is inevitable to encounter setbacks in work, but after encountering setbacks, we should carefully analyze the reasons for failure. Is the subjective effort insufficient or the objective requirement too high? Are there objective conditions or subjective conditions? Only by careful analysis can we have a clear thinking, show our talents better and have fun from the results of our work. (4) College students should constantly set practical goals for themselves, so as to stimulate their work enthusiasm and innovative spirit and create opportunities for self-realization. College students should clearly realize that only by combining the theoretical knowledge learned in school with practical work and sublimating the theoretical knowledge can they become the management talents needed by the contemporary hotel industry. Second, improve the hotel personnel management system 1. With China's entry into WTO, world-renowned brand hotel management groups have landed in China hotel market, such as Shangri-La, Sheraton, Hilton, Intercontinental, Accor and Hyatt. These world-renowned brand hotel management groups, relying on their strong strength, world-class management and brand, implement the localization talent strategy and tap the management talents with rich practical experience in China hotel industry. Due to the implementation of localization strategy, the flow of domestic hotel management talents has intensified the competition for management talents in the hotel industry. The competition of management talents is not limited to the middle and lower levels, but also exists at the top. For example, among the five Shangri-La hotels in the north of China, two Shangri-La hotels (Changchun and Qingdao) are China people as general managers and foreigners as deputy general managers. This means that the requirements of modern hotel industry in China for the academic structure and comprehensive quality of hotel managers have undergone a qualitative change. The hotel has reformed the personnel structure that used to be dominated by secondary technical vocational schools, and the demand for highly educated talents has gradually increased. According to the relevant survey data, it is considered that "the most urgent problem of human resource management in this hotel is to improve the quality of personnel, accounting for 79.57%", and the most difficult problem of recruitment is to find well-trained local employees, accounting for 72.3%. It can be seen that the hotel industry in China is in urgent need of high-quality talents, and it is more and more difficult for college students recruited by hotels to gain a foothold in this industry. This shows that the hotel has problems in personnel management when using college students. 2. Cause analysis (1) The hotel lacks a long-term talent planning concept and a correct design and analysis of the positions required by college students. Although some hotels recruit some college students through various job fairs every year, there is no clear training and use goal for college students' employees, and they hold the idea of "seeing after using". As a result, either because of the "high consumption of talents", the college students who came in could not play their due role. Either because of improper use, "recruit in, can't stay." (2) The hotel personnel management system is rigid. The hotel still follows the practice that college students and vocational high school students have the same starting line, and the promotion system is not inclined to college students, which makes them psychologically unbalanced, so they jump ship whenever they have the opportunity. (3) International hotels have been in China for 20 years. At present, the hotel industry has gradually matured, the promotion opportunities are relatively reduced, and the existing middle-level managers are younger. Although hotel executives realize that the development of hotels must have enough reserve talents, they hope to recruit and train more college students to improve the overall quality of employees. However, a considerable number of middle-level and grass-roots hotel managers either ignore the use and training of college students' employees because they don't pay attention to it, or set obstacles for the development of college students' employees because of their own survival interests. 3. Solutions to effectively control the brain drain of college students, hotels must start with improving the personnel management system and improve the use and management system of college students. Specifically, we should pay attention to the following points: (1) scientifically formulate post qualifications. Job qualification is a description of personal qualifications, skills and qualities that must be possessed to complete a certain job responsibility. Based on the principle of applicability, hotels should formulate a reasonable degree proportion, determine the recruitment needs of college students, make the recruited college students "match" with hotel posts, avoid "high consumption of talents" and fully mobilize the enthusiasm of college students. (2) Establish a corporate culture that attracts college students. Hotels should make long-term career plans for or with college students' employees, so that college students' employees can know their development prospects and efforts in the hotel, thus enhancing their sense of belonging to the enterprise. Only when hotels really attach importance to the development of college students' staff, highlight the idea of "people-oriented" in management and establish a unique tourism enterprise culture can they really attract and retain talents. (3) Strengthen communication with college students. Hotels should find ways to reduce the loneliness of college students due to insufficient ideological expression, so that college students can integrate into the hotel as soon as possible and establish close relations with the hotel. (4) Giving college students certain rights. Before authorizing college students, hotel management departments should ensure that hotel organizations attach importance to their opinions, trust their abilities, and support the efforts of college students. Third, update the educational model of tourism colleges 1. Present situation of hotel management specialty. Tourism higher education in China has developed rapidly. In recent years, great progress has been made in both the setting of departments and majors and the scale of running schools. But on the other hand, there is also a phenomenon that the traditional tourism education mode and method are out of touch with the market demand of tourism talents. Tourism higher education can't meet the demand of tourism enterprises for talent quality, and hotel management graduates have defects in practical operation ability and work cooperation ability. This makes it difficult for college students to find jobs themselves, and also leads to the double dilemma of lack of hotel talents. The competition of talents, the improvement of talents' quality and the loss of hotel management talents are the biggest challenges faced by hotel management majors in colleges and universities in China. Therefore, the hotel management major in colleges and universities should strengthen students' professional ideological education, pay attention to the cultivation of practical ability, carry out employment guidance, help students locate accurately, seize opportunities and meet challenges. It is imperative to reform the teaching mode and method of tourism management specialty in colleges and universities, which is related to the rise and fall of tourism in China. 2. Analysis of the reasons for the present situation of hotel management specialty: the traditional teaching mode of Chinese universities is formed under the planned economy, and the talent training of tourism management specialty is out of line with the demand of enterprises for talents. The division of college graduates by the state leads to the disconnection between the teaching settings of some colleges and universities and the needs of contemporary hotel industry, and the lack of overall planning in specialty setting, student admission, teaching management, student employment, whether students apply what they have learned after graduation, and whether they meet the needs of hotels for talents. Due to the lag of China's higher education reform, some tourism colleges still use the original teaching mode and method, which leads to the failure to combine the theory with practice of hotel management specialty and the low employment rate. However, the middle-level management talents urgently needed by hotels are not satisfied. To fundamentally solve this contradiction, we must focus on the market demand of tourism talents and change the phenomenon of disjointed supply and demand. Tourism management majors in colleges and universities must establish a tourism education mechanism according to the demand for talents in hotels and around the demand for talents in hotels, which is the only way for the development of modern tourism higher education. 3. Hotel management solutions in colleges and universities (1) Colleges and universities should establish a tourism education and teaching model that fully meets the needs of the talent market, including four stages: market research, teaching combination, education implementation and quality evaluation. First of all, market research is conducted, that is, tourism colleges obtain more comprehensive information about the tourism talent market through the research on the talent market demand of tourism enterprises, the understanding of the talent market information and the research on the talent demand of enterprises. According to the needs of the teaching target market, that is, the employment market for students after graduation, a reasonable teaching combination is formulated. Only in this way can tourism higher education meet the demand of tourism talent market. (2) Tourism colleges must strengthen cooperation with hotels. The hotel's demand for talents changes with the change of the international tourism market. Only by strengthening cooperation with hotels, understanding and mastering market changes in time and adjusting teaching combination in time can tourism colleges effectively solve the problem of disjointed supply and demand. Hotel management major requires students' practical operation ability. Through cooperation, we can make up for the shortage of funds and facilities for tourism education in China and improve students' operational skills. (3) Make a scientific teaching plan. Teaching plan is the basic outline of school teaching organization. It should not only reflect the basic requirements of the teaching purpose of colleges and universities, but also meet the special needs of hotels for talents. In the process of teaching, we should deal with the relationship between classroom and extracurricular, teaching and practice, and embody the principle of applying what we have learned. Attention should be paid to the proportion of basic courses, theoretical courses and professional skills operation courses in curriculum setting. Deal with the relationship between foundation and specialty, and construct students' reasonable knowledge structure. (4) Strengthen college students' professional ideological education. The education of hotel management specialty in colleges and universities should strengthen students' professional ideological education, pay attention to the cultivation of practical ability, and carry out employment guidance to help students locate accurately. 4. Conclusion In short, to solve the problem of staff turnover in hotel management, college students themselves must correct their job-seeking motives, establish the idea of starting from the grassroots level first, and carry forward the spirit of diligence and dedication; The hotel should constantly improve the personnel management system, improve the status of college students in the hotel, and provide a stage for college students to play their role; Tourism colleges and universities should update their educational model, follow the educational principle of integrating theory with practice, and cultivate high-quality hotel management talents.