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MBA毕业论文_大庆市萨尔图区旅游产业人才队伍建设研究DOC

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任何一个产业的发展,都离不开人才的支撑。随着旅游产业的蓬勃发展, 旅游市场对于旅游人才特别是高素质旅游人才的需求也越来越大,一些地区旅 游人才数量不充足、结构不优化、素质不够高的问题也随之显现出来,人才问 题已经成为制约一个地区旅游产业快速发展的重要因素。因此,如何加强旅游 产业人才队伍建设,充分发挥旅游人才对于旅游产业发展的重要支撑作用,成 为了亟待研究解决的课题。 本文主要分析了大庆市萨尔图区旅游产业人才队伍建设工作,总结归纳了 萨尔图区在旅游产业人才队伍建设方面存在的主要问题,总量不足且专业化程 度偏低、结构不尽合理、人才流失率居高不下、教育培训工作相对滞后、激励 机制不健全,并从人才观念滞后、重视程度不够,薪资待遇较低、吸引力不足, 旅游企业规模较小、人才开发主体作用未能有效发挥三个角度,分析了对问题 的产生原因;之后借鉴先进地区经验,结合萨尔图区旅游产业发展实际,对萨 尔图区旅游产业人才队伍建设策略进行设计。萨尔图区旅游产业人才队伍建设 策略,紧紧围绕旅游人才引进、培训、激励、保障等主要环节,规范了旅游人 才的培养重点,优化了旅游人才的成长发展环境,提高了萨尔图区旅游产业人 才队伍的整体素质。最后,为保证萨尔图区旅游产业人才队伍建设策略的顺利 实施,从充分发挥旅游行业管理部门人才服务的主导功能、充分发挥旅游企业 人才开发的主体作用、充分发挥旅游院校人才供给的主渠道作用三个方面,建 立了旅游产业人才队伍建设策略实施的保障措施。 通过本研究可以发现,旅游产业人才队伍建设工作是推动区域旅游产业健 康快速发展的重要举措。虽然,本研究只是针对大庆市萨尔图区旅游产业人才 队伍建设工作进行地研究和设计,但是对于其他地区旅游人才开发、旅游产业 发展也具有一定的借鉴意义。 关键词,旅游人才;人才培养;人力资源哈尔滨工业大学工商管理硕士学位论文 II Abstract The development of any industry cannot be separated from the support of talents. With the vigorous development of the tourism industry, the demand for tourism talents, especially high-quality tourism talents, is also growing. The problem of insufficient tourism talents, unoptimized structure and insufficient quality in some areas has also emerged. The talent issue has become an important factor restricting the rapid development of the tourism industry in a region. Therefore, how to strengthen the construction of the talent team in the tourism industry and give full play to the important supporting role of tourism talents for the development of the tourism industry has become an important issue to be solved urgently. This paper analyzes and studies the current situation of the construction of tourism industry talents in Saertu District of Daqing City, and summarizes the main problems in the construction of talents in the tourism industry in Saertu District: insufficient total and low degree of specialization, unreasonablestructure, the rate of brain drain is high, the education and training work is relatively lagging, the incentive mechanism is not perfect, and the concept of talent is lagging behind, the degree of attention is not enough, the salary is low, the attraction is insufficient, the scale of tourism enterprises is small, and the main body of talent development failed to effectively play the three perspectives, and analyzed the causes of the problems; then, based on the experience of advanced regions, combined with the actual development of the tourism industry in Saertu District, the design strategy of the tourism industry talent team in Saertu District was designed. The construction strategy of tourism industry talents in Saertu District closely focuses on the main links of tourism talent introduction, training, incentives and guarantees, standardizes the training key of tourism talents, optimizes the growth and development environment of tourism talents, and improvesthe overall quality of the tourism industry talent team. Finally, in order to ensure the smooth implementation of the tourism industry talent team construction strategy in Saertu District, the tourism industry has been established from the three aspects of giving full play to the government's leading functions, giving full play to the main role of tourism enterprise talent development, and improving the market-oriented talent allocation哈尔滨工业大学工商管理硕士学位论文 III mechanism. Safeguards for the implementation of the talent team construction strategy. Through this research, we find that the construction of the talent team in the tourism industry is an important measure to promote the healthy and rapid development of the regional tourism industry. Although, this study is only for the research and design of tourism industry talent team construction in Saertu District of Daqing City, but it also has certain reference and guiding significance for the development of tourism talents and tourism industry in other regions. Keywords: tourism talent; talent cultivation; human resources哈尔滨工业大学工商管理硕士学位论文 I 目录 摘要...............................................................................................................................I ABSTRACT.....................................................................................................................II 第 1 章 绪 论................................................................................................................1 1.1 研究背景及问题的提出..................................................................................... 1 1.2 研究的目的及意义..............................................................................................2 1.3 国内外旅游产业人才队伍建设研究现状及分析............................................ 3 1.3.1 国外研究现状...............................................................................................3 1.3.2 国内研究现状...............................................................................................4 1.3.3 国内外文献综述的简析..............................................................................6 1.4 论文研究主要内容和方法.................................................................................7 1.4.1 论文研究的主要内容.................................................................................7 1.4.2 论文的研究方法.........................................................................................7 第 2 章 萨尔图区旅游产业人才队伍建设现状及问题原因分析.......................... 10 2.1 萨尔图区旅游产业发展现状............................................................................10 2.2 萨尔图区旅游产业从业人员现状...................................................................13 2.2.1 旅游产业从业人员的分布情况...............................................................13 2.2.2 旅游产业从业人员的年龄结构...............................................................13 2.2.3 旅游行业从业人员的学历结构...............................................................14 2.2.4 旅游行业从业人员的资格认证情况.......................................................14 2.2.5 旅游行业从业人员的教育培训情况.......................................................14 2.3 萨尔图区旅游产业人才队伍建设的问题.......................................................15 2.3.1 总量不足且专业化程度偏低................................................................... 15 2.3.2 结构不尽合理............................................................................................ 16 2.3.3 人才流失率居高不下................................................................................16 2.3.4 教育培训工作相对滞后............................................................................17 2.3.5 激励机制不健全........................................................................................17 2.4 萨尔图区旅游产业人才队伍建设问题的原因分析......................................18 2.4.1 人才观念陈旧落后....................................................................................18 2.4.2 薪资待遇吸引力不足................................................................................19 2.4.3 旅游企业主体作用发挥不到位...............................................................19哈尔滨工业大学工商管理硕士学位论文 II 2.5 本章小结............................................................................................................20 第 3 章 萨尔图区旅游产业人才队伍建设策略........................................................21 3.1 旅游产业人才队伍建设策略设计的总体思路及原则..................................21 3.1.1 旅游产业人才队伍建设策略设计的总体思路.....................................21 3.1.2 旅游产业人才队伍建设策略设计的主要原则.....................................21 3.2 旅游产业人才队伍建设策略............................................................................22 3.2.1 加快编制旅游产业人才队伍发展规划...................................................23 3.2.2 建立引进旅游人才的“绿色通道”.......................................................27 3.2.3 打造吸引高层次旅游人才的良好环境...................................................30 3.2.4 建立更有竞争力的激励机制................................................................... 31 3.2.5 加强旅游人才的教育和培训工作...........................................................34 3.2.6 完善企业福利保障制度............................................................................36 第 4 章 萨尔图区旅游产业人才队伍建设策略实施及保障...................................38 4.1 萨尔图区旅游产业人才队伍建设策略的实施.............................................. 38 4.1.1 萨尔图区旅游产业人才队伍建设策略实施的原则..............................38 4.1.2 萨尔图区旅游产业人才队伍建设策略实施的组织..............................39 4.1.3 萨尔图区旅游产业人才队伍建设策略实施的过程控制......................39 4.2 萨尔图区旅游产业人才队伍建设策略实施的保障机制.............................40 4.2.1 充分发挥旅游行业管理部门人才服务的主导功能..............................40 4.2.2 充分发挥旅游企业人才开发的主体作用...............................................41 4.2.3 充分发挥旅游院校人才供给的主渠道作用.......................................... 42 4.3 本章小结.............................................................................................................43 结 论............................................................................................................................ 44