Sample essay on career planning for hotel employees
1. The meaning of the career of hotel employees
The career of hotel employees includes two aspects :
The first is the choice of career; as the saying goes: Men are afraid of entering the wrong profession, and women are afraid of marrying the wrong man. How do you choose a career that you plan to work for your whole life? It is indeed difficult for a young man who has just started working in a hotel. Choosing a career is not an overnight effort, but a systematic project of continuous exploration, continuous learning, and continuous practice.
There are two points you can refer to when choosing a career. First, when you are engaged in a certain job, you feel very happy and interested. For example, Wang Xizhi is obsessed with calligraphy, Li Bai is obsessed with poetry, Darwin is obsessed with zoology, novelists are obsessed with writing novels, painters are obsessed with painting, and the famous geologist Li Siguang in Huanggang, Hubei is obsessed with geology. It can be said that interest is the best teacher, and interest is The biggest driving force for the development of life; second, it is to learn something very quickly and learn it very well.
The second is the choice of hotel. How the hotel is crucial to personal development. First of all, you can choose a large hotel. Large hotels are more formal and have good training. New employees can learn standardized management and get experience there. However, large hotels often have a lot of talents and many levels, so there are relatively few opportunities for promotion. Working in a small hotel , often holding multiple positions, which can provide people with comprehensive training and many opportunities for advancement. The above situations vary from person to person and cannot be generalized. Secondly, it is to examine the culture of the hotel. Is the hotel manager doing business? Is he operating legally? Are there any development prospects for the various products launched by the hotel? Do the employees love the hotel? Do the employees love the hotel? Is the relationship harmonious? Wait.
2. From blue-collar, white-collar to golden-collar are three major leaps in the life development of hotel employees.
It is impossible for one person to succeed all at once. It would take him years of hard work to realize his dream. Generally speaking, in order for a hotel employee to become a professional hotelier, he must go through the blue-collar, white-collar stages, and finally become a gold-collar worker.
The so-called blue-collar workers used to work in this field, and the collars of their clothes were usually blue, so they were called blue-collar workers. Blue-collar workers are executors, taking orders from others. For example, waiters and foremen in guest rooms, front offices, catering and other departments of hotels fall into this category.
The so-called white-collar workers used to have white collars, so they were called white-collar workers. White-collar workers are managers, people who manage a department or a project. Personnel in charge or above, department managers, etc. in the hotel all fall within this scope.
The so-called gold collar, generally speaking, those who work in this field are those who make money increase in value and pay wages to others. The hotel golden collar is the hotel operator, leader and helmsman. He is the main decision-maker for the hotel. For example, the general manager and chairman of the hotel belong to this scope.
3. The four quotients of IQ, EQ, financial quotient and psychological quotient are the necessary conditions for the road to golden collar and financial freedom
To become a qualified hotel blue-collar, White-collar workers, what kind of qualities do they need to eventually become a qualified hotel gold-collar worker? I think that under today's market economy conditions, one must have the four quotients of IQ, emotional quotient, financial quotient, and psychological quotient.
IQ: It is the minimum vocational and technical skills that a person must possess to meet the requirements of the hotel. I summarize it as "5 Cards".
The first card: the talking card. That is, your ability to speak. This includes two aspects. One is your ability to master the language. No matter what level you are in Mandarin, Cantonese, English, Japanese, etc., can you use it to communicate fluently with hotel guests? The second is your ability to communicate with guests. Can you say it, do you have the confidence to say it, is it meaningful, is it persuasive and contagious, etc.
The second card: the writing card, which is your ability to write. This includes two aspects: First, whether your handwriting is good or not. Nowadays, there are no writing classes in schools, and students mainly focus on exams. Many students work in hotels as soon as they graduate, and their handwriting is very bad, crooked, ugly and difficult to read. Words are a person’s face, and writing them well will benefit you throughout your life.
Second, how are your articles written? How many articles have you written since you were a student? How long can you write? 1,000 words, 3,000 words? 10,000 words? Or more? Is the layout reasonable? Is the article complete? Readability? In addition, in the hotel, are you comfortable in using some commonly used styles?
The third card: the computer card refers to your ability to operate the computer. Not only must you be able to type, but you must also be able to use the latest operating system running in the hotel, you must also be able to edit, format, download and use new software, and be able to fax, scan, and copy documents in different media, etc.
The fourth card: the driving card. Can you drive? Do you have a license plate? Can you drive skillfully? Are you familiar with the road network in Shenzhen and even the Pearl River Delta?
The fifth card: professional license plate. If you are a professional hotelier or a hotel manager, what professional and technical level should you have? At least a diploma from a college or above in tourism management or hotel management, or relevant certificates issued by an authoritative organization, such as hotel professional manager Certificate, proving that you have received strict training in this area, etc.
Emotional intelligence: In summary, it can be said to be your interpersonal relationships (or connections), stable psychological quality, strong willpower, etc.
First of all, the quality of interpersonal relationships and the number of connections depend on your communication skills, development capabilities, and sales capabilities. One is communication skills. Can you communicate equally, well and beneficially with your guests, speak effectively, and accurately tell the guests your true meaning so that the guests do not misunderstand. Respect-based and expressive. Whether the expression is good or not, the effect is completely different. The second is the ability to develop. What is pioneering? If you get something that didn't exist originally and realized it through your efforts, this is pioneering. Do you have such ability? The third is sales ability. Selling any product is actually selling yourself. Do you know how to sell yourself? Selling is based on your understanding of yourself, your products, your customers, and even all the people you are selling to. In a word, can you sell yourself at a good price? How much are you worth, and how much is your entire life worth?
Secondly, stable psychological quality and strong willpower . Do you have considerable endurance? Do you have such a spirit of not being arrogant in victory, not discouraged in defeat, perseverance and perseverance? Are you willing to try something you have never done before? Are you afraid of failure? You There is no failure, but you also have no success. Only when you have lessons from failure can you have the possibility and hope of success.
Financial intelligence: refers to the ability of financial management and investment and financial management.
Cultivation of financial intelligence is a new topic for everyone under the conditions of market economy. In the past, under the planned economy, everyone’s basic necessities, food, clothing, housing, transportation, birth, old age, sickness and death were all taken care of by the work unit. There is not much economic gap between people. In addition to salary income, everyone does not have much money left. Of course, there are no other suitable investment channels. Things are different now. With the development of the economy and the increase in income, many people also have spare money. At the same time, there are countless investment varieties in the securities market, stock market, property rights trading market, stamps, calligraphy and painting, antiques, real estate, etc., and there are thousands of investment channels. Ten thousand. Therefore, if you do not know financial knowledge, do not know how to manage money, and do not know how to invest, you cannot talk about personal healthy development.
Financial intelligence mainly includes two aspects. One is to learn financial knowledge and be able to read financial statements. Understand what assets and liabilities are. Whether it is an individual, a family, or a hotel, all property is composed of assets and liabilities. The so-called assets are those properties that generate money and bring you cash flow; the so-called liabilities are the properties that you have to continuously draw money into. Assets are greater than liabilities, a virtuous cycle, getting richer and richer. Debts are greater than assets, creating a vicious cycle until they are insolvent, bankrupt, and impoverished. The second is to learn investment knowledge. It is necessary to learn securities investment, financial investment and risk control methods, etc., learn to turn small money into big money, like a snowball, let the money in your hands make money. Maybe a person can't do anything big in one year, but if you persevere for 5-7 years, you will definitely gain amazing results.
What is financial freedom? Financial freedom is relative to financial crisis and financial security. A financial crisis is when you are unable to make ends meet and face bankruptcy.
Financial security means that you have a job and a source of income, but as long as you stop working, your income will be gone. Therefore, financial security is generally temporary and actually unsafe. You can't guarantee that you won't get sick, and you can't guarantee that you will be replaced by someone stronger than you at some point. The so-called financial freedom means two things. Even if you no longer work, one is that there are still assets (money) making money for you; the other is that there are still people using their time instead of your own time to make money for you. You can use more money to do things you like and that are beneficial to society. You have more time to do things you love and that are beneficial to society. You also get to spend more time with your family and the people you enjoy spending time with most.
Financial management also includes two aspects. First, learn to manage your own personal and family finances, and resolutely not become a "moonlight clan" who spends all your monthly salary; second, learn to manage the hotel's finances. , make good use of the power in your hands, save resources, reduce costs, and resolutely not be a spendthrift.
Psychic quotient: The psychological quotient here mainly refers to a person's need to become a very healthy person both physically and mentally. Here are 4 sentences from the famous medical expert Hong Shaoguang for everyone: "reasonable diet, smoking cessation and alcohol restriction, appropriate exercise, and psychological balance." The first one here refers to physical health. A scientific and healthy lifestyle is the hallmark of a modern, civilized man and a future nobleman. In the United States, the mortality rate of black people is higher than that of white people, which is related to their level of civilization and education. The second is mental health. Always remain optimistic and treat the people and things around you with a peaceful attitude. All troubles are not to blame on others, but on yourself.
4. Study, study, study, practice and practice are the only way to realize the dream of gold collar and financial freedom
1. Study diligently, constantly enrich yourself, and become a knowledgeable person A learned man.
Studying professional knowledge and establishing a good professional spirit is the unremitting pursuit of hotel people. Reading more and reading good books is an important guarantee for being competent in hotel work.
2. Work hard to practice and combine personal lofty goals with a down-to-earth work style
First of all, we must establish lofty ideals and make our own life plans. Don’t plan too much. It should be as specific as possible. How many books do you plan to read in a year, specifically per month, per week, or per day. How many diaries and articles should you write? Also how much money do you plan to save in one year and how much money do you plan to earn in 5 years. Within a few years, you will change from a blue-collar worker to a white-collar worker, and within a few years, from a white-collar worker to a gold-collar worker. When will you become a millionaire? No matter how big your goal is, you can achieve it. How big is the stage in your mind, is how big is your actual stage. Be imaginative enough. Imagine who you are and you will become that person. Secondly, you must work hard and check your goals and plans every day to see if you are moving in that direction? Are you making progress every day? You must pay attention to your daily accumulation, take every class well during training, and do well at work. Do everything well, make every bed, prepare every room, and treat everyone seriously when you go out. Even when you go out to play with friends and colleagues, you must do it in a grand and fun way. Only in this way can we gradually surpass ourselves, grow up, achieve a virtuous circle, work better and better, and finally realize our dreams.
Employee career development has attracted the attention of many hotels since it was first proposed, but how to effectively apply or implement it has not been ideal. So what is the significance of paying attention to employee career development? How can we prevent employee career development from becoming a mirror image? Employee career development has attracted the attention of many hotels since it was first proposed, but how to effectively apply or implement it has not been ideal. So what is the significance of paying attention to the career development of employees? How can we prevent the career development of employees from becoming a mirror image? It is worthy of our vigorous discussion.
1. Why should hotels strengthen the management of employees’ career development?
This is related to the nature of the hotel industry. The hotel industry is or will be a labor-intensive industry for a long period of time. Although technology is advancing day by day, it is unrealistic to abandon labor in hotels. Therefore, the retention of skilled employees is an important condition for the stability of hotel service quality. In the economy and society, "development" has become common sense, and self-development has become a prerequisite for attracting employees.
How to organically combine the hotel's motivations and goals with the employees' personal motivations and goals has become a key link in talent retention, and employee career development management is the link between this link.
2. The object of career planning
The object of hotel career planning is unclear or eager to advance, which also greatly reduces the effect of hotel career planning management, so we must divide it into Carry out career planning for hotel employees on a hierarchical basis. Before determining the planning targets, we should first analyze and understand the existing employee levels so that we can be targeted.
We can easily see from the above table that the employees in the career planning that the hotel focuses on should be employees in areas 1 and 4.
3. Scientifically describe employees’ personal career development goals and their operating rules
In the process of designing employees’ career goals, an open interactive design platform should be adopted.
Hotel employee career design platform
After reasonable design, the implementation of employee career goals must have a tracking management system. Career goals are not static. Due to the differences in everyone's learning ability and adaptability, in different career development processes, the pre-established employee career goals will have a certain degree of defective repair. After the career plan is formulated, employees will continue to move from one position to another along the designed development path, rising from lower levels to higher levels, until they reach their career goals. With changes in positions and levels, employees must continue to accept changes in new positions and levels, constantly improve their own quality, and improve their quality structure. To this end, it is still necessary to strengthen the tracking and guidance of employees' career plans, provide regular or irregular feedback and comments on their work, encourage and affirm the good aspects, help them overcome existing shortcomings, and supervise employees to achieve their career goals. Only by developing in the right direction can we ultimately achieve our career goals.
4. Pay attention to the enrichment and horizontal development of work content
In independent hotels, there are no more positions for the emerging outstanding employees, so it is believed that career development is promotion. Very narrow-minded and extremely unrealistic. What we need to do is to constantly explore the enrichment of work content, make the jobs constantly new, and keep the work fresh and challenging. For outstanding employees who do not have higher-level management capabilities, we can consider job rotation to make them "all-rounders" in the hotel industry, thereby achieving career development by repairing their ability deficiencies, and creating a more flexible application of human resources for the hotel. foundation.
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To form a good corporate culture and create a good labor-management relationship, we should not only allow employees to obtain a series of physical and psychological satisfaction, but also care about their growth. Caring about the growth of employees can create a good sense of identity among employees and create a good corporate culture. Care about the growth of employees and let employees know that the company cares about them and has high expectations for them. Employees of the company will have better centripetal force with the company as the center. As employees grow in the enterprise, their career planning and career guidance should be done well. Career supervision and timely feedback should be provided frequently. Enterprises should strengthen career training in the training of new employees, establish employees' awareness of career planning, and enable employees to have the quality of continuous learning. Employee relationship management creates a learning atmosphere so that employees can work hard and make progress.
Career refers to starting from a certain type of work or a certain organization, and viewing career as a series of positions as a whole. Career planning is seen as the process of developing, implementing and supervising personal career goals and strategies. If an enterprise wants to implement standardized career management, the author believes that it should have a human resources director or manager who has a strong belief in career planning. Develop a complete "Career Management" regulations as a guide for behavioral actions. In addition, the company's human resources department should also provide training specialists and training supervisors with career planning knowledge, so that they can provide adequate and complete career planning training to new employees. Employee relationship management should first allow employees to Feel the influence of corporate culture when joining the company and gain recognition of the corporate culture.
At the same time, the company has also invisibly strengthened its corporate culture. Careers are divided into early career, early career, mid-career and late career. In each period, enterprises should do a good job in training, guidance, supervision and feedback. Traditionally speaking, career progress and promotion are based on time. As time goes forward, the working years increase, the work experience increases, and the career progresses on schedule. As a manufacturing enterprise, it is most beneficial and effective to provide career education to employees in the early stages of their careers. Providing early training and education will help employees grow and develop in the enterprise, allowing employees to fully prepare for their careers. To contribute to the enterprise, fully learn and progress, constantly acquire new knowledge, and make greater contributions. Therefore, employee relationship management must cultivate the spirit of continuous learning among employees in the early training of employees. An organization that continues to learn is an excellent organization, an upward organization, and a team that continues to learn is an excellent and progressive team. Career development, especially job promotion, is inseparable from the spirit of learning. For ordinary employees, the author believes that employees should be allowed to learn on-site management knowledge, quality management knowledge such as 5S, ISO9001, ISO14001, and process knowledge. For ordinary employees, the cultivation of these basic knowledge will help them grow in their careers, and with the rise of their positions, it will also benefit many grassroots managers and even middle and senior managers who have grown up from former front-line employees. For managers, the company should actively encourage them to further their studies, such as attending evening classes at universities, self-study examinations for adults, short-term training at universities, and participating in various training courses on a full-time or semi-full-time basis. The author personally believes that participating in adult self-study college is more beneficial to everyone's growth. The full growth of employees can make full contributions to the enterprise, promote the development and growth of the enterprise, generate new goals and visions, and allow employees to see the future of the enterprise, generate greater fighting spirit and be enterprise-centered, and the role of training in employees The role of establishing continuous learning in relationship management cannot be underestimated.
In your career, you should promote those who grow quickly, have outstanding work achievements, outstanding employees, and employees with certain leadership capabilities. Enterprise leaders must make full use of their sharp vision to discover outstanding employees, carry out internal promotion, authorization, and provide salary incentives or other rewards in the form of benefits, so that outstanding employees can give full play to their strengths and compete among positions to improve their work ability. Those who are deficient will be replaced or demoted, allowing those who are outstanding to give full play to their talents. The promotion of outstanding employees should be announced throughout the company, so that other employees should know that such promotion fully reflects the principles of fairness, justice, and openness. Employee relationship management is based on employees' personal abilities and is not promoted through relationships or back doors. This can motivate other employees to perform their duties diligently in their positions, study hard, and improve their personal abilities. Perhaps many middle and senior managers in the company are already in the middle or late stages of their careers, and some of their thinking concepts may have lagged behind the development of the company and the development of the economy and society. They have fallen behind. At this time, the organization may have to make some decisions to improve the current situation. Some of the old employees may be the founding fathers of the company. If major reforms are implemented on them, they may think that the company has abandoned us old stubborns and the company has already We are no longer needed, and the company may want to fire us old-minded people who only know how to occupy positions and get paid for nothing all day long but do nothing. Perhaps such an impact may be local, but it is likely to be transmitted to the minds of young employees or new employees. They may think that the company does not even value old employees who have dedicated to the company for many years, let alone us newcomers and newcomers. , inexperienced people, causing them to doubt the company's cultural identity, they may no longer work so hard, no longer be committed to the company, and may even leave. It is equally important for a company to address issues such as mid-career issues for employees as it spreads across society how the company disrespects people who contribute a lot.
In this way, conflicts between the company level and the employee level can be avoided. In the middle of career, companies should do the following career planning aspects of employee relationship management to reduce the possibility of employee relationship management becoming intense:
< p>(1) Provide older employees with broader and more flexible mobility opportunities, allowing them to improve their tasks in various departments and different positions in a department, especially positions that require them to accumulate many years of experience. Job rotation allows them to get full job satisfaction, learn more knowledge, and improve their concepts;(2) Explore the potential of the current job, although many mid-career employees They no longer expect any promotion, but they have stronger requirements for success and autonomy. The company can allow them to take on more important tasks and fully empower them. The company's senior management should not interfere more but should provide more Provide support from all aspects, and provide them with clear job responsibilities and performance goals;
(3) Employee relationship management provides training and continuous education, and trains and retrains mid-career employees so that they can Their skills and knowledge are more mature based on existing experience, and more new knowledge and skills should be transferred to employees at this stage. Continuing education acts as a catalyst and encourages employees to consider the possibility of pursuing another career in a different organization at a certain time in the future. For wealthy managers who retire from the organization early and find another career To pursue new goals in a career field or encourage them to start their own businesses;
(4) Rewards should be broadened. Rewards should not be limited to promotions and salary increases, but other rewards should be equally effective and effective for For mid-career employees, let them engage in interesting and challenging work, more exciting tasks, recognition or praise from their leaders, or take one week or half a month of paid annual leave every year, or organize outings etc., while implementing these incentive plans, the company still cannot stop allowing them to formulate long-term learning and training plans and participate in continuing education plans.
For employees in the late stages of their careers, organizations should actively and conscientiously prepare for the retirement of these employees. They should not ignore this group of employees because they will no longer contribute to the organization. If left alone, the social impact of the retirement of older employees may actually be greater. Similarly, organizations should do the following when treating employees in their late career: 1. Develop a reasonable and scientific performance plan for this group of employees. Assessment standards and timely feedback; 2. Strengthen vocational education and make appropriate work adjustments; 3. Formulate and implement non-discriminatory policies for them, so that they deeply feel that the organization has not abandoned them; 4. Formulate a complete retirement plan; 5. Develop a flexible work system. If they are asked to accept the same job as young employees, they may not be able to adapt.
In short, all types of companies should pay attention to the impact of career on employee relationship management. Organizations should not only care about them in terms of monetary and material rewards. Psychological care is also indispensable. Organizations should not To engage in a series of career behaviors only for career management, you should always pay attention to each employee. Different types of employees belonging to different groups should adopt different types of career planning methods or measures.