浅析酒店实习生潜流失现象及对策

论文总字数：17203字

摘 要

： 近年来，随着酒店业人力资源负担的增大，以及学校对酒店管理专业学生培养目标的优化，出现了许多校企合作的新局面。文章以上海富建酒店实习生的实习现状进行问卷调查的调查资料为基础，对实习过程中的问题进行描述和分析。研究发现，在实习过程中，实习生工作心态未摆正，酒店管理无差异化，学校与学生沟通问题不及时，这些问题都会给学生的实习生活留下阴影，使其毕业后不再选择酒店行业就业，造成严重的“潜流失”现象。笔者将通过相关性分析，针对学生、酒店、学校三方问题，提出相应对策，以缓解此现象，为酒店留住专业人才。

关 键 词 : 酒店 实习生 潜流失

Abstract: In recent years, along with the rising of the hotel industry human resources burden, and the training goal of the school of hotel management professional students of optimization, appeared many new situation of university-enterprise cooperation This article to build Shanghai rich hotel interns internship status on the basis of the questionnaire survey data, the description and analysis on the problems in the process of practice, the study found in the process of internship, the intern work mentality not straighten, no differentiation, hotel management schools with communication problems, not in time to these questions will give students the practice life, shading, make its not choose hotel industry employment after graduation, the potential of causing serious erosion phenomenon Through correlation analysis, the author will student hotel school three problems, put forward the corresponding countermeasures, in order to improve this phenomenon, to retain professional talents in the hotel.

Key Words: Hotel Trainee Latent turnover

目 录

1 引言····················································5

2 研究区概况与研究方法····································5

2.1研究区概况············································5

2.2研究方法··············································6

3 数据讨论···············································6

3.1 基本情况概述··········································6

3.2 具体问题分析··········································8

3.2.1 学生方面：同工不同酬，心态未摆正·······················8

3.2.2 酒店方面：管理无差异，评估不科学·······················9

3.2.3 学校方面：解惑不及时，沟通需有效························10

4 对缓解酒店实习生潜流失的思考······························10

4.1 宏观对比················································10

4.2 缓解潜流失的对策········································12

结 语·······················································17

参 考 文 献·················································18

致 谢·······················································19

附录A······················································20

1 引言

近年来，全国各大酒店逐步实施“实习生计划”，为旅游院校的学生提供实习平台。这是一个一举两得的好事，一方面，学生有了将所学的专业知识与实际应用相结合的实践机会；另一方面，酒店也降低了人力资源成本，建立了良好的雇主品牌。

然而，在酒店业人才的流失率居高不下的同时，酒店实习生的潜流失问题也日益突出。旅游专业的毕业生不选择旅游行业作为就业方向，对于旅游业本身来说也是一种人才的流失，与旅游企业在职员工的流失相比，这种流失被定义为“潜流失”，即高等院校旅游管理专业学生毕业后不选择在旅游业中就业，而是流失到其他行业工作的现象。酒店专业大学生的潜流失实质上是酒店业人才的隐性流失，已逐渐引起国内学者的关注。^[1]根据蔡平和罗清德对桂林旅游高等专科学校2005～2010届酒店管理专业学生在酒店实习后的跟踪调查，只有25.3%的学生想从事酒店业。^[2]换而言之，74.7%的学生将流出酒店业。另据徐春红对宁波三所高职院校2008～2010 届的酒店专业毕业生的调查，其平均潜流失率分别为62.28%、65.31%和61.17%。^[3]如此高的潜流失率，意味着旅游院校每年为酒店业培养和输送的大量专业人才中，真正愿意进入酒店业工作的只是少数。长此以往，将不仅影响到我国酒店业人力资源整体素质的提高和酒店业的可持续发展，也不利于旅游院校酒店管理专业建设和旅游高等教育的可持续发展。

酒店实习生潜流失的原因是多方面的，包括大学生自身的主观因素、个人条件、客观因素等。按照萨珀（Donald E Super）的职业生涯发展理论，大学生处于职业生涯的探索阶段，在这一阶段，大学生将对其未来职业走向和职业发展做出决策。期间，实习期则是大学生确立并实施职业发展具体方向和目标的关键时期，实习将为他们毕业后的择业做好心理和经验准备。^[4]相关研究也表明，酒店专业毕业生潜流失与其酒店实习经历密切相关。王兴琼通过定量分析发现，酒店实习经历的满意程度会影响酒店专业学生对行业工作前景的预期，从而令其做出是否留在酒店行业的决定。^[5]杨效忠等人研究后指出，经历酒店实习后的大学生对酒店的喜爱程度下降、从事酒店工作的信心降低。总之，酒店实习经历，更准确地说，酒店实习满意度对酒店专业学生择业时的潜流失有重要影响。

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