What problems should be paid attention to in human resource planning of tourism enterprises

Tourism human resources planning is a special planning of the overall planning of tourism development, which is based on the future strategic objectives of tourist areas or tourism enterprises, and predicts and plans the required personnel from quantity, quality to structure through the analysis of talent supply and demand. In order to make a forward-looking and practical human resource planning, it is necessary to predict the human resource demand in advance, which is an important part of human resource planning.

First, human resource demand forecast-the content of human resource demand forecast

The demand prediction of tourism human resources is mainly based on the planning objectives and long-term interests determined by the overall planning of tourism development, scientifically analyzing the quality and quantity of human resources needed, and giving the prediction results that meet the development needs. The demand forecast of human resources in tourist areas mainly includes the following aspects:

1. Human resource stock and incremental forecast

This prediction is mainly based on the current situation of human resources in tourist areas, speculating and judging the number of human resources at different levels in the future. As far as the stock is concerned, it mainly refers to the changes of human resources caused by natural loss of human resources in scenic spots (such as natural attrition) and natural flow (such as professional transfer and change); As far as increment is concerned, it mainly refers to the new demand for human resources brought about by the expansion of scenic spots. Through the analysis of the stock and increment, according to the regenerative ability of human resources, the forecast is made, so that when the development of science and technology and the adjustment of industrial structure occur, new human resources at different levels can be supplemented according to the demand, and the needs of tourism development can be met in time.

1. Prediction of human resources structure in tourist areas.

The structure of human resources should be reasonable. Predicting the structure of human resources is precisely to prevent structural problems. In order to ensure that the scenic spot has the best combination of human resources structure under any circumstances, and avoid the mismatch of human resources organizations at different levels or the imbalance of structural proportions.

3. Prediction of special human resources in tourist areas.

This is a prediction of the demand for special talents and resources in tourist areas, which is highly targeted. Through the prediction of professional and special human resources, tourist areas can speed up the development and training of professional talents through some special means and methods.

Second, the prediction technology of human resources in tourist areas

The prediction of human resources in tourist areas is greatly influenced by uncertain factors, with various methods and different classifications. Common ones are as follows:

1. Expert evaluation method

Expert evaluation method, also known as expert experience prediction method, belongs to qualitative prediction. It is a forecasting method based on logical thinking and logical reasoning according to a certain theory. Expert evaluation method is one of the commonly used forecasting methods and has a long history of application. This forecasting technique usually processes the obtained data on the basis of in-depth investigation of human resources in scenic spots, and then makes a closer analysis and judgment on the prospect scale, direction and speed of human resources development in scenic spots according to the mastered situation and data and relying on the experience, knowledge and comprehensive analysis ability of forecasters. The quality of this prediction mainly depends on the professional level, analytical ability, mastery of various relevant data and the psychological influence of the external environment on the forecaster at that time. Specifically, it includes three methods: inquiry investigation method, expert meeting method and Delphi method.

trend extrapolation

Trend extrapolation, also known as time series method, is a quantitative forecasting technique. It arranges historical materials and data into a series according to the time sequence, extrapolates or extends the time sequence according to the development process, direction and trend reflected by the time sequence, and predicts the human resources needed in the future. 3. Describe the method

The planners of human resource management planning in tourist areas predict the demand of human resources in scenic spots by describing, analyzing and synthesizing the factors of the future development of scenic spots. Because this is a hypothetical description, there are many choices to adapt to the resource demand of scenic spots and to cope with the changes of environment and other factors.

Second, educational project planning

The training system and funds of human resources should also be planned. The training system includes academic education, vocational education, public tourism education, pre-job training and short-term training. When planning educational projects, we should highlight key points and carry out targeted education and training at different levels.

Level 1: All tourism managers of the Tourism Bureau.

In order to effectively ensure the healthy and orderly development of the development and management of tourism talent resources, and gradually form a system to build a brand, then the macro guidance and management of the government and policy support are very important. Relevant government personnel should be trained in all aspects of tourism management, such as strategic planning, development, marketing, research, tourism industry standards and tourism law enforcement. A systematic training plan is put forward for the training sent to domestic, special administrative regions and neighboring national tourism bureaus.

The second level: human resource manager of tourist area.

The human resource management of tourist attractions should change from traditional personnel management to modern human resource management. In the final analysis, this change depends on a group of human resource management professionals who know both tourism theory and practice. Human resource managers shoulder the heavy responsibility of selecting, cultivating and using talents for tourist attractions, and they must have high quality to be competent for their work. First, through various forms of further study, improve academic qualifications, enrich professional knowledge and enhance professional skills; Secondly, let them know the actual situation of tourist attractions from many aspects, so as to successfully complete the transformation from administrative management to strategic planning and designers.

Third, the third level: employees in tourist areas

Tourism professionals are the core of tourism human resources development, and their education and training should focus on the cultivation of comprehensive quality. It is necessary to strictly establish pre-job training, on-the-job training, qualification certification assessment, registration certification assessment and other systems. Strengthen the training of management knowledge and business knowledge. Strict pre-job training should be carried out for employees, combined with promotion, rewards and punishments and other incentive measures to improve their work skills and comprehensive quality. The training mode can be changed from internal training in the scenic spot to visiting study and off-the-job study, so as to fully tap the potential of human resources and make the employee structure and human resources reserve of the whole scenic spot enter a virtuous circle. Jointly set up various academic education classes of adult education series with relevant tourism colleges in various regions to encourage, support and organize full-time or part-time study for in-service personnel in scenic spots, so that more employees have the opportunity to receive systematic education, and their professional ethics awareness, political theory accomplishment and professional skills level have been significantly improved; Entrust qualified secondary and higher vocational schools to offer vocational education and training courses for service and management majors in scenic spots. Scenic spots can jointly set up tourism vocational skills training centers and tourism vocational skills appraisal institutes with schools, make full use of the existing educational resources of schools to carry out skills training for practitioners in scenic spots, and actively create conditions to establish talent training bases in scenic spots. Organize the training of senior managers in the industry from time to time, especially those whose professional background is irrelevant to the industry. This kind of training has two purposes: first, it can help them establish new management concepts and change managers' attitudes towards service and training; Secondly, you can understand modern management theory and master advanced management technology.

The fourth level: personnel in tourism-related industries.