in the final analysis, the competition of modern enterprises is the competition of talents. The cultivation and stability of hotel talents has become a key issue to ensure the quality of hotel services, and more and more people in the industry attach importance to it, and regard training as a basic work and an important tool for the long-term development of hotels.

However, for a long time, there have been puzzling problems in the training work of some hotels, that is, hotels have conducted a lot of training, but the result is still low staff morale, poor service quality, high staff turnover rate and rooms are not satisfied with the hotel.

In order to improve the hotel's business activities and improve the overall quality of employees, we must pay attention to the following two aspects:

First, the training should be devoted to establishing a learning organization

Facing the fierce competition in the future, the hotel should give full play to its training function and devote itself to building the hotel into a learning enterprise if it wants to win a competitive advantage and develop sustainably. Our manager is not only the leader of learning, but also the organizer of learning. Through continuous learning, improvement and improvement, the whole hotel has formed a learning will, a learning culture, full of vitality and maintained prosperity.

The establishment of a learning organization should emphasize the learning of hotel managers. The main reason is the learning of middle-level managers in hotels. The main reason is that the middle-level managers in hotels are promoted, and they do not have the theoretical basis of management and the inheritance of good management experience. Therefore, it is easy to cause poor management, which will lead to low staff morale, declining service quality and even hinder the development of hotels in the long run. Therefore, the establishment of a learning organization should focus on the ideological quality, mental outlook and professional ability training of managers.

second, training should grasp the adult characteristics of the trainees

hotel training is essentially an adult education, which is different from the general education for students in schools. The knowledge transfer in school education is transitive, comprehensive and systematic, while the knowledge training for hotel employees is carried out according to the principles of quickness, necessity and stages. The training content should have distinct professionalism, emphasizing the combination of learning and application, and teaching on demand, which is basically "what to learn, what to make up for what is missing". The training of knowledge is not necessarily comprehensive, nor can it be endless, but should be closely combined with the knowledge needed for the post, position and work, so as to ensure that the training content can be well used in the work as much as possible, emphasizing practicality, so that employees can learn what they really want to learn.

Trainers themselves should regularly learn professional knowledge and training skills by collecting and consulting information resources, so as to continuously improve their own level, and strive to create a relaxed atmosphere and encourage employees to fully communicate and participate. In terms of training methods, we should adopt more interactive and discussion teaching methods, and make full use of case analysis and role-playing methods to improve students' interest in learning.

in a word, only by constantly summarizing and improving the hotel training work can the training quality be effectively improved and the training can greatly promote the operation in the hotel management work.