Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | School of Hotel and Tourism Management | en_US |
| dc.contributor.advisor | 李咪咪 (SHTM) | en_US |
| dc.creator | 方向红 | - |
| dc.creator | Fang, Xianghong | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/10939 | - |
| dc.language | Chinese | en_US |
| dc.publisher | Hong Kong Polytechnic University | en_US |
| dc.rights | All rights reserved | en_US |
| dc.title | 基于高星级酒店95后员工职业发展需求的培训模式研究——入职两年内员工及实习生 | en_US |
| dcterms.abstract | 酒店业对旅游行业的快速发展起到强大的支撑作用。由于中国酒店行业的迅猛发展，酒店员工严重紧缺，员工队伍不稳定因素制约了酒店业的发展。95 后员工已成为我国酒店业员工队伍的主力，是支撑企业发展的动力因素。因此，酒店要创造出新的培训模式以适应 95 后员工的职业发展需求。本文从教育和培训的理论视角出发，探讨了 95 后员工的个性特质、职业发展需求与培训模式之间的关系。95 后关注自我，注重个人成长，因此非常重视学习和发展的机会。酒店要充分了解员工的职业发展需求，将教育培训贯穿于新员工的整个职业生涯，使 95 后员工与酒店形成长期合作的伙伴关系，最大限度地实现其个人价值和对企业的贡献率，达到员工个人和企业发展的共赢。笔者运用半结构访谈法访谈了 10 位在酒店工作两年左右的 95 后员工、10 位在酒店工作多年的高层管理者、8 位在酒店实习的学生组成的焦点小组，围绕其工作岗位、个性特质、岗位变换、职业发展需求、培训模式等方面内容进行了讨论研究；并跟踪实习生实习期间每个月的工作报告，进一步探讨了 95 后员工的职业发展及其偏好的培训模式。酒店要构建 95 后员工职业发展需求的培训模式，首先要了解员工的个性特征，根据其个性特征提供合适的工作岗位，不断跟进员工的发展方向。其次要根据互联网时代的发展和 95 后员工不同的特质，及时更新培训模式， 将传统学习方式的优势和网络化学习的优势结合起来，形成资源共享、自我发展的新型培训模式。 | en_US |
| dcterms.alternative | Research on the training model based on the career development needs of high-star hotel employees of post-1995 generation -- employees and interns within two years of entry | en_US |
| dcterms.extent | x, 116 pages : color illustrations | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 2020 | en_US |
| dcterms.educationalLevel | DHTM | en_US |
| dcterms.educationalLevel | All Doctorate | en_US |
| dcterms.LCSH | Hotels -- Employees -- Training of -- China | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| 5404.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 2.2 MB | Adobe PDF | View/Open |
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