Model essay on tourism human resources management 1: Training and management of tourism human resources Abstract: Tourism human resources are an important guarantee for the rapid development of tourism, and the quality and structure of tourism human resources in China greatly restrict the rapid development of tourism in China. On the basis of analyzing the present situation and existing problems of China's tourism management human resources from the aspects of scale, quality and structure, this paper expounds the countermeasures for the development of China's tourism management human resources.
Tourism human resources are an important guarantee for the rapid development of tourism. The quality and structure of tourism human resources restrict the rapid development of tourism in China to a great extent. The author analyzes the present situation and existing problems of tourism human resources from the aspects of scale, quality and structure. On this basis, the author expounds the strategy of developing China's tourism human resources.
Keywords: human resources; Tourism; cultivate
Keywords: human resources; Tourism; cultivate
China Library Classification Number: G42 Document Identification Number: A Document Number:1006-4311(201) 08-0315-03.
Introduction to 0
After nearly 30 years of development, the quantity and quality of China's tourism human resources have improved rapidly, making positive contributions to the development of tourism. However, on the whole, there is still a big gap between the quality and structure of human resources and the requirements of the rapid development of tourism, which affects and restricts the further development of China's tourism to some extent.
1 Current situation and existing problems of tourism human resources
With the development of tourism, tourism management human resources have also developed rapidly. Scale, youthfulness, low quality and unreasonable structure are the main problems exposed in its development, and they are also important reasons that restrict the development of tourism.
1. 1 has developed rapidly. With the rapid development of tourism in China, the human resources of tourism in China have also developed very rapidly. Especially in the last ten years, tourism professionals have been increasing at an average annual rate of 15%, initially forming a team of tourism human resources that can adapt to the scale of tourism development. According to the statistics of the National Tourism Administration, there were less than 620,000 direct employees in China's tourism industry in 1990, but in 2005, it increased to 4.26 million, nearly 7 times that of 1990. If the number of employees in social hotels and individual hotels is 356 100, the total number of employees in the tourism industry will reach 56,465,438+. According to the internationally accepted ratio of direct employees to indirect employees in tourism, by 2005, there were 28 million indirect employees in China. It can be said that this huge team of tourism professionals has played an important role in ensuring the development of tourism in China.
1.2 The revival of China's tourism started late, and it really developed as an industry after 1978' s reform and opening up. Standardized and professional tourism education began at 1978, and large-scale tourism talent training began after 1990. With the great development of tourism, the demand for tourism professionals is growing rapidly, and a large part of the existing tourism professionals are students who graduated from colleges and universities in recent years. Compared with some traditional industries, the whole tourism human resources are younger.
According to statistics, in 1995, 59% of the employees in the tourism industry were under the age of 35, while in 2005, 1 170 employees were170, accounting for 68 1% of the total number of employees. At present, the average age of employees in many tourism enterprises is less than 30 years old, and some middle and senior managers are less than 40 years old. Younger tourism workers, on the one hand, make the team full of vitality and vitality, but more importantly, expose the shortcomings of lack of experience in their work.
1.3 overall quality is low. Although the tourism industry has gradually attached importance to and strengthened the development of human resources in recent years, and the quality of personnel has been continuously improved, on the whole, there is still a certain gap between the educational background and professional and technical level of employees and the requirements of tourism development. Mainly in the following three aspects:
According to statistics, in 2000, there were 703,000 employees in the tourism industry, but only 17% of them had college education or above. By 2004, among the 6.5438+0.59 million employees in the whole industry, there were 6.5438+0.20 million with high school education or below, accounting for 75.9% of the total number of employees, including 24.4% with junior high school education or below, 565.438+0.5% with high school education (including technical secondary schools and technical schools), and none with junior college education or above. The situation of low academic qualifications of employees in the tourism industry is more obvious in the hotel industry. In addition to service personnel, many middle and senior managers in hotels and even high-end hotels have only vocational high school or technical secondary school education. The low academic qualifications of managers can neither meet the requirements of modern enterprise management development nor meet the requirements of our participation in international competition.
1.3.2 There are few professional technicians, low professional titles and few professional technicians in the tourism industry. According to statistics, in 2000, there were only 13 1 10,000 people with professional titles, accounting for only 8.2% of the total number of employees in the whole industry. Among them, senior title 10000, intermediate title 53000 and junior title 68000, so the technical title is not high. In addition, there are not many people in the whole industry who take the qualification examination of professional and technical personnel in tourism economy (tourist hotels and travel agencies) organized by the Ministry of Personnel every year, generally only about 5000 people, and more than 1 000 people have passed the examination. There are relatively few reference personnel in various economic majors. Among the reference staff, most of them apply for the major of tourist hotels, and less than 1000 people apply for travel agencies.
1.3.3 Lack of middle and senior managers and professional technicians who are familiar with foreign languages and are full of innovative spirit and ability. Tourism is a highly open industry, with extensive foreign exchanges, which requires high foreign language proficiency of managers and service personnel. There are very few middle and senior managers in the industry who know both business and foreign languages, or even a shortage.
In recent years, new projects such as holiday tourism, sports tourism, business tourism, exhibition tourism and so on are constantly emerging due to the constant change of tourism development situation and the change of tourism consumption demand. How to manage and develop these projects to meet the requirements of the market is even more unknown. Some occupations in the tourism industry also lack technical talents. For example, there are only 238 bartenders in the country, which is far from meeting the market demand. In addition, theoretical research talents and senior tour guides, both in quantity and quality, can not meet the needs of tourism development.
The unreasonable structure of 1.4 is closely related to its function, and a reasonable human resource structure is conducive to giving full play to the positive role of human resources in promoting the development of tourism. But the reality is that the structure of China's tourism human resources is unreasonable, which is mainly reflected in the unreasonable hierarchical structure, unreasonable regional structure, unreasonable departmental structure and unreasonable professional structure. Judging from the professional composition of tourism human resources, due to the late start of tourism education in China, most employees did not come out of regular classes, but switched from other industries halfway, and their majors did not match their jobs. A sample survey in 2003 showed that 60% of tourism majors were neither tourism majors nor foreign language majors, but some other majors not closely related to tourism. The proportion of managers is even lower, of which only 30% and 20% of managers at the general manager level of hotels and travel agencies are tourism majors or foreign languages majors respectively. In addition, as a window of foreign exchange, the foreign language level of tourism practitioners is generally low.
2 Analysis of the causes of problems in tourism human resources
There are many reasons for the present situation of tourism human resources, but as the main channel to develop tourism human resources, tourism departments have to reflect on their education and teaching from all aspects. Although China's tourism colleges have accumulated a lot of successful experience after nearly 30 years of development, and the quality of education has improved year by year, there are still many problems. Some of these problems are common to the whole college education system in China, and some are unique to the tourism education subsystem in colleges and universities in China. Different problems need different thinking horizons to find solutions. At the same time, we should think and explore the reform and development of tourism professional education at a higher level or from a farther angle.
2. 1 The scale benefit of education in China's tourism sector is low and the quality of education is not high. Since 1980s, especially after 1990s, China's college tourism education has always adopted the development mode of extension and expansion, that is, only increasing but not decreasing. Some colleges and universities actively offer tourism majors to meet the demand of tourism development for talents, while others passively carry out tourism education because of the decline of the original majors. The extensive development model makes the scale of tourism education in colleges and universities in China expand rapidly. However, due to the constraints of funds, equipment and teachers, most colleges and universities that recruit tourism majors are small in scale, with a small number of students, and their development is in a single scale. This makes the position of tourism specialty in comprehensive universities not improved and neglected, especially in the construction of tourism specialty, it is difficult to get the support and cooperation of relevant departments, which limits the enhancement of the comprehensive strength of tourism departments to a certain extent, thus making the quality of education not improved. In addition, because many tourism departments are in the transition period, their understanding of the tourism industry is very limited, and their demand for talents in the industry is also uncertain. Tourism professional education will be out of touch with reality, resulting in the whole education quality hovering at a low level.
2.2 The training objectives are unclear and the positioning is inaccurate. Many departments have to enter the field of tourism education because of survival factors. They lack a basic understanding of the inherent laws, development status and situation of tourism and the actual situation of the tourism sector. Therefore, the goal of cultivating talents for tourism is not very clear and has great blindness. The orientation of training objectives is not clear, which is mainly reflected in the following three aspects:
First, undergraduate education? Theoretically? . It is necessary for higher education to strengthen the cultivation of theoretical literacy, which is also an important difference between higher education and general vocational education. However, because tourism is an applied, comprehensive and open industry, undergraduate education, as a tourism industry to cultivate high-level talents, should also be closely combined with tourism practice, and can not be divorced from practice and talk about theory. If education and teaching are purely from books to books, it will only bring inadaptability to students entering the tourism industry and form a huge contrast between theory and practice.
Second, specialized education? Undergraduate course? . University education is a special level of education in China. Nearly 200 schools in China offer university education in tourism. If higher vocational education at junior college level is added, the figure will be even greater. Therefore, college education occupies a considerable proportion in tourism college education, and its position can not be ignored. But the current situation is that the college is not a college, but a college education? Undergraduate course? The tendency is more prominent, which makes junior college education a compressed biscuit for undergraduate education and leads to the cultivation of tourism talents? Is it high or low? , not welcomed by the industry.
Third, vocational education? General education? . Tourism education, especially secondary tourism education, should be a kind of vocational education, that is, education and teaching based on ability and post. However, at present, many tourism colleges in China do not reflect the characteristics of vocational education, and the teaching content is not closely combined with post practice. Many teachers overemphasize classroom teaching from theory to theory, while ignoring extracurricular practice and internship. This phenomenon is more prominent in higher vocational education, which has only developed in recent years. Vocational education? General education? Many graduates majoring in tourism have poor practical ability and do not meet the employment requirements of the industry.
2.3 The communication and cooperation between education and industry in the tourism sector is not deep enough. The education of tourism department shoulders the task of cultivating talents for the development of tourism industry and has an important function of serving the tourism industry. Therefore, no matter what level of tourism education, only students whose products are accepted and recognized by the tourism industry can have a solid foundation for the long-term development of the department. However, the reality is that many departments are still behind closed doors and rarely touch the industry. Although some departments have some cooperation with the industry, the cooperation is not close and lacks long-term and regularity. As a result, some departments have carried out tourism education for many years, and it is difficult to find a student internship base. The quality of education can be imagined, and it is doubtful to what extent the trained people can meet the needs of tourism development. In addition, because the personnel engaged in tourism teaching in the front line don't know the situation of the industry deeply enough, the teaching and research achievements of many departments are only used as exchange materials within the academic scope, which can't be recognized and supported by the industry, let alone affect the relevant decisions of the tourism administration department.
2.4 The construction of teachers and teaching materials lags behind. The quality of education depends largely on the quality of teachers and teaching materials. Due to the late start and rapid development of tourism education in colleges and universities in China, most of the staff engaged in tourism teaching are transferred from other industries or other majors. Okay？ Come on. Most of them have not received formal and systematic tourism education, and lack sufficient in-depth research on the law of tourism development and international and domestic tourism development, and lack training in tourism practice. In addition, due to the rapid development of China's tourism industry, new problems and new situations are constantly emerging, and the problems of tourism teachers' aging knowledge, outdated teaching content and backward teaching methods are increasingly prominent.
Due to the weak ability of teachers to integrate theory with practice and teaching innovation, it is still very common to follow the book in tourism teaching. On the surface, the construction of teaching materials is booming, and many colleges and universities have produced their own teaching materials, but the quality of teaching materials is not satisfactory and widespread? Four more, four less? Phenomenon. Namely: more editing, less writing, more editing results, less research results, more theories, less operability, more inheritance and less innovation. The teaching materials have neither theoretical innovation nor development, nor fully reflect the innovation of tourism practice. In recent years, some new theories and technologies put forward in practice are not reflected in the content of teaching materials, and some even have serious similarities and plagiarism. 3 China's tourism human resources training countermeasures
Although there are still many problems in China's tourism college education, we should see its bright future, grasp the overall trend of tourism education, and think about the reform and development of China's tourism colleges strategically. This reform is holistic, from the adjustment of the national education system and education structure to every class of every teacher. Only by grasping its integrity can the reform and development of tourism education in China make a breakthrough.
3. 1 Enhance the attraction of tourism talent training Since the reform and opening up, China's education system has been continuously reformed, the education structure has been continuously adjusted, and the process of reform and adjustment has been gradually accelerated and deepened. Tourism education started late and has a weak foundation. Compared with some traditional majors, the tourism major has a lower position in the education administrative department, which is mainly manifested in the lower position of the tourism discipline, the decline in the attractiveness of the tourism major, and the decline in the number and quality of students in tourism colleges, especially tourism vocational schools. As the main channel to cultivate tourism talents and develop human resources, tourism colleges and universities require speeding up the reform of the education system, changing educational ideas and concepts, and establishing a view of grand tourism education, open education, quality education and innovative education. At the same time, the tourism administrative department should strengthen communication with the education administrative department, obtain the support of the education administrative department, continuously improve the status of tourism specialty and tourism discipline, enhance the attraction of talent training in tourism colleges, and promote the sustainable development of tourism.
3.2 Improve the Tourism Education System According to the prediction of the World Tourism Education Council, the number of people employed in China's tourism industry will increase by 3.2% every year in the future, with an average annual increase of more than 6,543.8+100,000. At present, the annual training scale of China's tourism colleges is only 654.38+10,000 people. From this point of view, the pressure of cultivating tourism talents through schools in China in the future is quite great, especially in the vast central and western regions. Therefore, China's colleges and universities should accelerate their development, strengthen teaching innovation and scientific research innovation, and strengthen exchanges and cooperation; Actively promote quality education, strive to realize the integration of Industry-University-Research, combine theory with practice, strengthen the adaptability and application of trained talents to tourism, and focus on cultivating compound and innovative talents; While actively running undergraduate education and secondary vocational education, we should vigorously develop tourism higher vocational education, so that the tourism industry can have a large number of practical talents with both theoretical foundation and practical ability, and at the same time focus on developing postgraduate education to train senior management talents and teaching and research talents with strategic awareness for the industry; In specialty construction, we should strengthen international exchanges, learn advanced experience, strengthen basic courses of existing majors, broaden the scope of majors, pay attention to the reform of teaching contents and methods, and actively create conditions to consider the development and construction of tourism project planning and management, hotel engineering, property management, decoration design, exhibition tourism and other majors to meet the urgent requirements of tourism industry for such majors.
3.3 Continue to deepen the education reform to meet the increasingly high requirements of tourism development for talents. Training goal is the starting point and destination of all teaching activities. Only when the goal is clear can the teaching arrangement and curriculum design be targeted. Departments of different types and levels should recognize their respective strengths and weaknesses, foster strengths and avoid weaknesses, divide their work and cooperation, and define their own training objectives.
The second is to speed up teacher training. The successful experience abroad shows that a good tourism professional teacher should not only have a solid theoretical foundation, but also have rich practical experience. The tourism department should create conditions for professional teachers to work part-time, post, practice, exchange and further study in tourism enterprises, and require professional teachers to go deep into the front line of tourism practice every once in a while to understand the latest development trends of tourism.
At the same time, some tourism administrators, senior managers of tourism enterprises and professional and technical personnel with outstanding level and ability are hired to work part-time or give lectures at the school, forming a team of full-time and part-time tourism teachers with reasonable knowledge structure.
The third is to reform teaching methods. According to the characteristics of tourism specialty, tourism departments should vigorously reform teaching methods and reform singleness. Talking about scenic spots in class and rooms in class? Traditional teaching mode increases the weight of on-site teaching and case teaching.
Fourth, actively promote school-enterprise cooperation. Tourism major is a highly applied major, in order to meet the requirements of professional development. Tourism departments should strive to promote school-enterprise cooperation and form the integration of production, learning and research. Combine the research advantages of tourism departments, the experience advantages of tourism enterprises and the policy grasp advantages of tourism administrative departments. Fifth, we should make tourism higher vocational education unique. While vigorously developing tourism higher vocational colleges, tourism departments should pay more attention to running their own characteristics, so that higher vocational education can really cultivate a large number of advanced practical talents with certain theoretical basis and strong operational skills for the tourism industry.
References:
[1] Tong Jinqi. On the Innovation of Training Mode for Tourism Management Professionals [J]. Zizhi Abstract (Management Edition), 2009, (0 1).
[2] Statistical Bulletin of China National Bureau of Statistics on the Development of Labor and Social Security in 2000, website of National Bureau of Statistics, 200 1, (09).
[3] Sun Gang. Understanding of Western Tourism Development and Related Issues [J]. Tourism Research, 200 1, (8).
[4] Wang Jian. On the principles and ideas of tourism human resources development in China [J]. China Adult Education, 2009, (07).
[5] Qiu Jianhua and Zhao Guanghui. On the influencing factors and laws of human resource capacity building [J]. Journal of Beijing Petroleum Management Cadre College, 2007, (05).
[6] Luo Song. Research on Tourism Human Resources Development Based on Harmony Theory [J]. Northern Economy, 2009, (1 1).
On the Innovation of Human Resource Management in Tourism Enterprises; As the service of the tertiary industry, tourism has gradually become a sunrise industry with the development of society. In many areas, tourism has developed into a business with a complete industrial chain, and the development of supporting tourism service facilities is becoming more and more perfect. In the development of this tourism industry, it is necessary to have appropriate and reasonable human resources for deployment and management, so as to improve the quality and efficiency of tourism and effectively manage and innovate human resources. Human resources should be used in the right place, give full play to positive energy, carry out management innovation on the basis of inheriting tradition, find the right entry point and effectively improve.
Keywords tourism; Human resources; Management; reform
China Library Classification Number: F27 Document Identification Number A1006-0278 (2013) 06-055-01.
The development of tourism depends on talents, and the development of talents needs effective management and deployment in order to achieve the best combination, improve management quality and efficiency, and exert the greatest effect. The innovation of human resource management in tourism enterprises can be divided into internal innovation and external innovation. Internal innovation refers to the deployment of human resources departments within an enterprise, including the staffing and post adjustment of each department, in order to fully develop tourism talents and cultivate generalists, which are suitable for all aspects of work. The innovation of external human resources management of tourism enterprises refers to the innovative allocation of human resources in the tourism industry chain, in order to better adapt to the current development of tourism and improve the quality and efficiency of tourism development.
First, the professionalism and comprehensiveness of human resource management in tourism enterprises.
The purpose of tourism human resource management innovation is to activate the development potential, mobilize the internal and external enthusiasm, so that they can go all out to work, develop their own tourism industry and enhance the profit space. Theory as the guide, innovation as the key and implementation as the goal? . Generally speaking, as a tourism enterprise, it is necessary to achieve professional and comprehensive coordinated development in human resource management innovation.
(A) the professionalism of human resource management innovation in tourism enterprises
The innovation of human resource management in tourism enterprises is manifested in its professionalism. As the internal division of labor is becoming more and more diversified, professionals from all walks of life are needed to be competent and specialized. Within the tourism enterprises, the headquarters should consciously train professionals, including? Tourism promotion, tourism planning, tourism programs, tourism routes, tourism services? And so on, these are professional departments that need to be set up within the enterprise, and the functional departments of the enterprise should be determined according to the effective development of the market and the market demand.
The development of all kinds of tourism majors needs professional talents, and in the early stage of development, enterprises should try not to deploy them, develop professionally and systematically at will, and develop effectively in depth. This is the first step of human resource management innovation and the premise of our development. Specialization means the long-term and supportive development of tourism enterprises, and also means the growth of tourism development.
(B) the comprehensiveness of human resource management innovation in tourism enterprises
In the later stage of the development of tourism enterprises, we should strengthen the all-round development of human resource management and realize the goal of multi-function in one post in order to better adapt to the current development of human resource management. For example, in the development of tourism, tour guide is an indispensable key position. The first key to human resource management innovation is to start with tour guides, which is an important aspect of human resource management innovation.
The innovation of human resource management represented by tour guides is developing in a diversified direction, which requires tour guides to be familiar with not only the internal knowledge of tour guides, but also the external knowledge of tour guides, so as to fully broaden their horizons and expand their connotations. This requires professional knowledge, service knowledge, psychological knowledge, etiquette communication and other aspects of knowledge, to be comprehensive, that is, to be multifunctional, to better meet the needs of modern construction.
Second, the chain effect of human resource management in tourism enterprises
Human resource management can have a chain effect and drive the development and progress of related industries. Human resource management will mobilize the enthusiasm of all parties, comprehensively promote the orderly development of related industries, and promote the development of tourism through human resource management.
(A) the parallel of two kinds of rewards
In the development of tourism, there is a specific talent resource that can have its own unique scheme, and this unique idea needs to be praised and protected through an effective reward mechanism. This is the potential and innovation of talents, and the value of talents can only be discovered by appropriate and reasonable material and spiritual rewards.
This kind of human resource reward method is integrated into management in a systematic and effective way, which constantly improves the enthusiasm of individuals, gives full play to their financial wisdom and wisdom potential, effectively regulates personal behavior, improves their own quality, organizes and guarantees personal needs, effectively stimulates creativity through a good and orderly internal organizational environment, maintains good internal order, improves work efficiency and constantly promotes social progress. Material incentives have become the main incentives. For outstanding talents, certain material benefits can still meet their opportunities for enterprise development, especially for administrative management mode, they will constantly discover the potential of outstanding employees and provide them with opportunities for enterprise development.
(B) the effectiveness of tourism human compensation management innovation
This kind of human resource management belongs to the management innovation of industrial chain, which can effectively promote the development of related industries and is a series of industrial development related to tourism. The most important thing is. The large number of tourists, the objectivity of consumption, the expansion of space and the mobility of people? In order to adapt to this demand in a short time, we must build and summarize the service platform in the whole process, from the registration of tourists to the end of the tourism process and then to the tourists' homes, and provide a relatively perfect, systematic and even thoughtful service system to make tourists happy and satisfied. The construction of this service platform needs to involve all aspects of participation and support, so as to be meticulous and comprehensive. These are all tourism-related industrial developments, which are developed through the development of human resources. How to convey this idea through the service platform of space and instill it into the whole process of tourism?
From the above analysis, we know that in the actual tourism development, tourism enterprises should rationally allocate tourism resources and manage human resources according to their own actual development situation, so as to achieve the win-win goal of internal and external coordination. At the same time, we should further reform tourism development institutions, drive external industrial chains through internal management, and drive the development of a series of tourism-related industries through external industrial chains, so as to improve development efficiency and obtain the greatest development space.
References:
[1] guide words [M]. China Tourism Press, 2009.
[2] Yuan, Zhang. Knowledge of tourism management [M]. China Tourism Press, 20 1 1.
[3] Guide the textbook writing group. Basic knowledge of tour guides [M]. Tourism Education Press, 20 10.