当前社会高速发展，我国经济结构已进入了高速的调整阶段，酒店经济在旅游业当中扮演着三大重要经济支柱之一的角色。在酒店行业高速发展的同时，也出现各种各样的问题。酒店行业的发展核心在于人，可是酒店行业面临着一个人员流失偏高的现状，酒店行业从业人员的学历以及专业水平偏低，已成为阻碍酒店行业快速发展的一道瓶颈。当前多数酒店企业为破解此类难题，采取多种渠道拓宽选人途径，高校应届毕业生映入各酒店企业面前，高校实习生应运而生，随之而来也面临着诸多问题，此类人群是流失率过高，忠诚度过低，与酒店行业的正式员工存在一定的距离，故此，我如何使用此类人群，成为当前急需要破解的难题。
本文以上海艾美酒店为切入点，通过对上海艾美酒店基本情况、组织结构、人力资源管理现状与近五年上海艾美酒店实习生流失率统计与深入分析对比想找真正的原因；通过对上海艾美酒店专业实习大学生流失问题进行专项调查，从酒店因素、高校因素、实习生个体因素、社会因素等角度进行深入调查；最后提出上海艾美酒店专业实习大学生流失问题的对策，第一从酒店角度要改革薪酬制度、采取多元化的激励政策、完善实习生职业生涯规划、建立实习生流失率预警机制。第二从高校角度，如改进人才培养方案，进行一对一的对口培养、共同开发制定培养计划、重视学生综合素质的培养和提升、加强实习管理与过程控制加强实习管理与过程控制等，第三从实习生个人角度，明确个人工作目标，调整就业期望值、制定自我职业生涯规划、努力增加实践能力。第四从社会角度进行阐述。通过此次研究，希望能够为上海艾美酒店形成一个全新的实习生管理机制与流失率控制机制，保障酒店和员工的生存与发展，提高酒店市场竞争力；期望高校能够找到更加恰当的教学方法帮助学生成才，最终实现酒店、高校、学生个人与社会的共赢。
关键词：上海艾美酒店；酒店专业实习生；流失率；高校；对策
With the rapid development of the current society, the economic structure of our country has entered a stage of high speed adjustment, and the hotel economy plays a role in one of the three important economic pillars in the tourism industry. In the rapid development of the hotel industry at the same time, there are a variety of problems. The development of the hotel industry is the core of people, but the hotel industry is facing a situation of high loss of personnel, the hotel industry practitioners qualifications and professional level is low, has become a bottleneck hindering the rapid development of the hotel industry. Most of the current hotel enterprises for solving the difficult problem of such, taking a variety of channels to broaden channels, college graduates into the hotel business before college interns came into being, it also faces many problems, such people are high turnover rate, low loyalty, there is a certain distance, and the official staff of Hotel industry therefore, how can I use this population and become a problem urgently needed to solve.
This Le Meridien Munich Hotel in Shanghai as the breakthrough point, through to the Shanghai Le Meridien Munich Hotel basic situation, organization structure, human resource management and nearly five years of Shanghai Le Meridien Munich Hotel intern turnover statistics and comparative in-depth analysis to find the real reason; through the Shanghai Le Meridien Munich Hotel internship loss problem of College students to carry out a special investigation, in-depth investigation from the perspective of factors, the hotel the intern factors, individual factors and social factors; finally put forward the Countermeasures of the loss of College Students’ professional practice in Shanghai Le Meridien Munich Hotel, the first point from the hotel to reform the pay system, adopt diversified incentive policies, improve the establishment of occupation career planning, Intern Intern turnover early warning mechanism. Second from the point of view, such as improving the personnel training program, one of the corresponding training and common development plan, pay attention to the training of students’ comprehensive quality and improve the practice management and process control, strengthen the internship management and process control, third interns from a personal point of view, clear personal goals, adjust the employment expectation, establishment of self occupation career planning, to increase the ability of practice. Fourth from the social point of view. Through this study, hope to be able to Shanghai Le Meridien Munich Hotel to form a new intern management mechanism and loss rate control mechanism, guarantee of the survival and development of the hotel and hotel staff, improve the market competitiveness; the expectation to find more appropriate teaching methods to help students achieve success, hotels, universities, students’ personal and social win-win.
Key words：Shanghai Le Meridien Munich Hotel; hotel professional interns; turnover rate
目 录
摘 要………………………………………………………………………………………………………………………….. i
Abstract…………………………………………………………………………………………………………………………… ii
一、上海艾美酒店简介………………………………………………………………………………………………….. 2
（一）上海艾美酒店基本情况…………………………………………………………………………………. 2
（二）上海艾美酒店组织结构…………………………………………………………………………………. 2
（三）上海艾美酒店人力资源管理现状…………………………………………………………………… 2
（四）近五年上海艾美酒店实习生流失率统计与分析……………………………………………… 3
二、上海艾美酒店专业实习大学生流失问题专项调查……………………………………………………. 4
（一）调查目的………………………………………………………………………………………………………. 4
（二）调查问卷设计……………………………………………………………………………………………….. 4
（三）调查实施………………………………………………………………………………………………………. 4
（四）调查的研究与分析………………………………………………………………………………………… 5
1．酒店因素……………………………………………………………………………………………………… 5
2．高校因素……………………………………………………………………………………………………… 7
3．实习生个体因素…………………………………………………………………………………………… 8
4．社会因素……………………………………………………………………………………………………. 11
三、上海艾美酒店专业实习大学生流失问题的对策研究………………………………………………. 11
（一）酒店……………………………………………………………………………………………………………. 11
1．改革薪酬制度…………………………………………………………………………………………….. 11
2．采取多元化的激励政策………………………………………………………………………………. 12
3．完善实习生职业生涯规划…………………………………………………………………………… 13
4．建立实习生流失率预警机制……………………………………………………………………….. 13
（二）高校……………………………………………………………………………………………………………. 14
1．不断改进人才培养方案，进行一对一的对口培养……………………………………….. 14
2．共同开发制定培养计划………………………………………………………………………………. 15
3．重视学生综合素质的培养和提升………………………………………………………………… 15
4．加强实习管理与过程控制加强实习管理与过程控制……………………………………. 15
（三）实习生个人…………………………………………………………………………………………………. 15
1．明确个人工作目标，调整就业期望值…………………………………………………………. 16
2．制定自我职业生涯规划………………………………………………………………………………. 16
3．努力增加实践能力……………………………………………………………………………………… 16
（四）社会……………………………………………………………………………………………………………. 16
结 论…………………………………………………………………………………………………………………………. 18
致 谢…………………………………………………………………………………………………………………………. 19
参考文献…………………………………………………………………………………………………………………….. 20
附录一………………………………………………………………………………………………………………………… 22
附录二………………………………………………………………………………………………………………………… 23
