How to write the format of the end of hotel internship report

It was finally time for the internship. I had learned from my seniors long ago that there would be an internship in the first half of the junior year. At that time, I could say that I was eagerly looking forward to this day, because everyone I can no longer stand the current cramming teaching day and night, even though I learned from the seniors that internship is not as happy as imagined.

Based on my overall plan, I decided to choose a hotel for internship, and I selected a five-star hotel by lottery. It was an ideal hotel that I wanted to know and learn from. This is the only five-star hotel in Nanning - The Majestic Hotel.

The name is well-known to Nanning citizens and even the whole of Guangxi. Coincidentally, the hotel is the only five-star hotel in Nanning. Mr. Chen Xiaowei, the general manager of the hotel, was invited to give a report at the school and learned that the Mingyuan Xindu Hotel was built in 1995 and is a "nine-star" hotel - consisting of a four-star Ming Dynasty hotel. It consists of the Garden Hotel and a five-star Xindu Hotel. Mr. Chen's report was vivid and powerful, which further stimulated my desire to get to know this hotel better - is what they said consistent with what they did? Or are there any problems that still need to be solved? I even started to think about what I could learn in this hotel?

So what is this hotel like? Is there anything we can learn from? What else needs improvement? How does it make me feel? Then listen to me slowly.

Part One: Chinese Food Department

The catering department of Mingyuan Xindu is roughly divided into the following departments: Chinese Food Department (including Guangdong Restaurant, multi-functional hall and 6 private rooms), Western Food Department (including garden restaurant and buffet restaurant) and beverage department (including lobby bar, Leyi Bar, Chinese food bar, Western food bar and buffet bar). The 10 of us were divided into three groups, each in different departments, and we changed departments every 20 days. This allowed us to have a more comprehensive understanding of the service, sales and management of the entire catering industry. We are very satisfied with this approach of the hotel, which is exactly what we want.

The four people in our group were first assigned to the Chinese restaurant - "This is the hardest working department in the hotel catering department!" Before we started working, we heard someone next to us telling us this in private. . It seems that I really need to be mentally prepared!

The work in the Chinese restaurant is indeed as previous people said - "hard work!" The hotel did not set out their own job responsibilities and job descriptions for the waiters, although this is the most critical aspect of human resources management in modern enterprises. Huan, in the impression of employees, their job is to obey the tasks assigned by the foreman every day, and be ready to follow the leadership's instructions at any time. There is no fixed job, or as long as there is need, the waiter can do anything! In addition to the so-called duties that must be done, such as setting the table, folding the cloth, passing the dishes, serving the dishes, and clearing the table, we have to be part-time handymen. Dirty, heavy, and tiring tasks such as carrying tables and chairs, laying carpets, etc. are all done by our male waiters. their things. What’s even more incomprehensible is that the hotel’s working hours are a 9-hour work system, and you have to work overtime for about an hour every day (without overtime pay). I don’t know if this work and rest system violates the Labor Law, but as a Every flesh-and-blood person has his own minimum bottom line, because after all, a person is not a machine that can be used as he wishes. The first three days of working were really painful. Apart from working, I had to work every day. The most aggrieved thing was my feet. Standing for 9 hours a day caused serious protest in my feet. The first thing I did after get off work was I just wanted to find a place to sit down and take a rest. The gap between the desirable humane management and the cruel reality is evident.

Another thing that makes me feel embarrassed is that the waiter uniforms at Guangdong Xuan are really simple. Since the hotel has no spare clothes for a "tall and mighty" boy like me, they simply let me wear them. Wearing trousers and a white shirt, even leaving out the waistcoat and bow tie, this outfit made me, a waiter, almost indistinguishable from the guests, so much so that once when I was preparing to serve a meeting, the other party thought I was here to attend a meeting. The guests extended cordial greetings to me!

Employees represent the image of the entire hotel, which is a very important aspect in hotel VI design. Good employee uniforms can not only make employees more energetic and improve work efficiency, but also reflect an enterprise. An inner culture. An enterprise without culture is like a person without a soul. It is just a walking corpse. How can an enterprise without morale be profitable?

But what makes me happy is that most of the hotel employees are so warm and friendly. They are not indifferent to us because we are interns. After working hard, the colleagues are so sweet A smile or an ordinary "Thank you for your hard work" will move people. It seems that employees themselves are the best able to understand everyone's mood, because they can see the problem from the employees' own perspective, because what they tell is "the hearts of ordinary people" "This is also one of the qualities most lacking in upper-level hotel leaders!

The days in the Chinese restaurant ended like this. I did learn a lot during these days: in addition to learning the service procedures and techniques of Chinese catering, the characteristics and types of Cantonese cuisine, etc. In addition to what you can learn, you can also learn some things that are difficult to learn in class: how to handle your own interests and the interests of the hotel, how to handle the interpersonal relationships between colleagues, how to adjust your mentality, and more. What I learned is that as a waiter, you should have a strong sense of service. When chatting with a department manager, the manager mentioned service awareness. I strongly agree with his point of view: "Service awareness not only requires waiters to have the concept and desire to provide quality services to guests, but also should have the same attitude towards their colleagues." Awareness. "Yes, this is the true meaning of "service awareness", and this is the embodiment of the true quality of a waiter.

Part 2: Western Food Department

The name of the Western restaurant in Mingyuan Xindu is "Garden Restaurant

Restaurant". I think it may be because of the outside of the restaurant. There is a small artificial garden. The restaurant environment is quite comfortable and it is a typical Western-style restaurant. The restaurant is divided into smoking and non-smoking areas. However, if some handicrafts or murals with Western art can be placed in appropriate locations, it may

be more attractive to guests and make distant guests feel like they have returned to their homeland.

The management of Western restaurants is completely different from that of Chinese restaurants. From service procedures to employee management, it is much more standardized and strict than Chinese restaurants. When I first came to the Western Restaurant, I felt as if a heavy burden had been lifted off me, because the work in the Western Restaurant is so easy! You hardly have to do anything, even the simplest tasks: wiping tableware, clearing tables, setting tables, etc. This is a far cry from a Chinese restaurant. However, in a Western restaurant, you have to stand even if you are not doing anything. This makes people feel that time passes very slowly, and the feet begin to protest again. Sometimes, there are more waiters than guests in the restaurant, and everyone watches the guests eat, which makes the guests feel very awkward. Therefore, it is recommended that the managers of western restaurants make flexible arrangements, such as allowing employees to take turns to rest. When there are few people, only two waiters are enough. Allowing everyone to take turns to rest can not only reduce the fatigue of the employees' feet, but also Create a harmonious environment, why not do this?

The service of Western food is very different from that of Chinese food, which often makes us interns not know what to do and how to do it well. But what puzzles us is that the hotel happened to be training some new employees during our internship, but the hotel just refused to let us participate in the training.

This makes us very dissatisfied. Why not give us training? Although we are only doing a short-term internship in the hotel, we are here just to study in the hotel. Should the hotel think more about us interns?

Part Three: Beverage Department

Finally we came to the last stop of the internship: the beverage department. Due to the National Day holiday and the end of the internship a week early, our last stop was The time I spent standing was extremely short, probably only a week in total.

On the first day I came to the beverage department, I didn’t know what to do. A broad day has passed, and the few of us are like a few headless flies who don’t know what to do. Finally, a colleague came over and asked us to clean the wine glasses, and we finally found something to do. But after cleaning the wine glass, I didn't know where to go. Alas, it seems that the feeling of being abandoned is not that pleasant after all.

I think the busiest time for the beverage department is probably at night. Since it was the hotel's peak season at that time, there were wedding banquets in guest rooms or large tables almost every night, so we headless flies finally had a place to go, and that was to pour wine for the guests. As time went by, we gradually We understand that our job is mainly to help clean the wine glasses, arrange the wine glasses, and stand to pour wine for the guests. However, we know nothing about how to make cocktails and how to grind a cup of good coffee, which is really regrettable.

The time in the bar was indeed too short, so I won’t comment too much on it, but one thing I can say without reservation is that not only this department, but other departments also gave me a lot of experience. Such a feeling: that is, the hotel lacks a corporate culture that can unite people's hearts, a culture that distinguishes itself from other hotels and other restaurants. This makes every hotel give people a feeling of deja vu, a kind of clone. feeling, and this culture is enough to support the entire hotel!

Part 4: Summary

The above are some of my feelings during the internship process. Looking at the operation and management of this hotel as a whole, from my two months of internship The deficiencies in the following aspects can be roughly summarized:

1.

The traditional attitude towards employees should be changed. People are the main body in management, and this is something that all managers should grasp. The superior-subordinate relationship in management is only a division of labor, not a relationship between domination and being ruled; on the contrary, modern management concepts tell us: Management is a special service, and managers can only serve their subordinates well and help them. Only when subordinates make outstanding achievements at work can managers themselves have the performance of management. The operation and management of modern enterprises must adhere to the "three gods", namely: market, customers and employees! An old employee said to the leader in the hotel's BBS: "Be kind to employees, be a good leader, and remember, not all the machines you manage are machines." I think this may be what every employee wants to say to the leader. If so.

2.

Enterprises lack a spiritual corporate culture that can unite people's hearts. A nation has its own national culture, and a company also needs its own corporate culture. The construction of corporate culture is not optional, but necessary for the survival and development of enterprises. When an enterprise faces various challenges, it requires everyone in the enterprise to work together and unite to overcome difficulties. For companies that have not carried out corporate culture construction, they are usually scattered, and everyone will think about their own thoughts when something happens, and no one has really thought seriously about the development of the company. In other words, they have not integrated themselves into the company. among. It can be seen that the construction of corporate culture is a necessary guarantee for the survival and development of enterprises.

3.

The company lacks an effective incentive mechanism and promotion system. The hotel's incentive mechanism focuses too much on material incentives and ignores spiritual incentives. In fact, in addition to traditional rewards and punishments, there are many other motivation methods that our managers can learn from.

Sometimes a smile or a compliment from a leader to an employee is more effective than a salary increase!

The above are some of my feelings and thoughts about this internship. As a feeling, it may have many subjective traces, but only employees can truly experience this feeling. Therefore, I hope that managers Before making a decision, in addition to considering the interests of the hotel and also considering the employees, only such a decision can gain the support of more employees. Finally, I would like to thank the hotel for providing such an internship opportunity and the teachers for their help. I wish the hotel will get better and better.