Hotel training is a process to teach new employees or existing employees the correct thinking cognition, basic knowledge and skills necessary to complete the work. This is an organized behavior of knowledge transfer, skill transfer, standard transfer, information transfer, belief transfer and management exhortation. Training can make new and old employees understand the job requirements, enhance their sense of responsibility, reduce customer complaints and reduce employee turnover rate, thus ensuring service quality and maintaining high efficiency.

Employees with correct mentality and skilled skills naturally have good professional quality, and one of the main purposes and effects of training is to improve mentality and strengthen skills.

When employees can't finish their work effectively, they will form work pressure, which will be manifested in all aspects. Successful training can effectively reduce work pressure, increase work fun, and reduce employee turnover and loss through the improvement of employee skills.

Through training, employees will be grateful to the enterprise for providing them with opportunities for growth, development and greater achievements in their work, which naturally and effectively enhances the centripetal force and cohesion of the enterprise to them. 1. Backward training concept

Compared with the improvement of employees' skills, personal development and interest cultivation, hotel leaders are more concerned about whether training can bring better economic benefits. More and more employee turnover rate makes them doubt the necessity of their training investment.

2. Not fully arouse the enthusiasm of employees.

It is understood that most hotel employees are more passively involved in training and less actively involved in learning. Most employees are coping, and few people are really eager to learn knowledge. Due to the lack of reasonable and scientific evaluation system, hotel training has not produced enough influence, and due to the lack of effective incentive mechanism, employees lack learning pressure and motivation in training.

3. Lack of long-term effective human resources development and training plan.

The human resources department is usually responsible for hotel training. Many hotels still focus on simple skills training, without considering the all-round development of employees. Most hotels only train new employees and front-line employees, ignoring the training needs of senior managers.

4. Unscientific training methods

Most hotel staff training is "guided". After entering the hotel, the new employees learn from the old employees, mainly their operational skills at work, and then enter the service site smoothly, giving full play to their ability to work independently as soon as possible, and naturally having a tacit understanding with the master, which has no training effect at all. 1. In the long run, with the development of economy and the globalization of wage level, talent competition will surely become the focus of hotel industry's survival competition.

2. The competition of hotel marketing will be manifested in the diversity and effectiveness of products provided by hotels. Developing diversified products according to the change of market demand is a magic weapon for hotels to win in the competition.

3. Hotel culture is increasingly sought after by guests, and creating a unique hotel culture has become a part of shaping the hotel's superior brand.

Due to the intensification of competition and the active labor market, the turnover rate of hotel employees has accelerated.