本文選題：商丘市　切入點：旅游　出處：《華中師范大學》2011年碩士論文　論文類型：學位論文

【摘要】：旅游業(yè)作為朝陽產(chǎn)業(yè),已經(jīng)發(fā)展成為世界第一大產(chǎn)業(yè)。中國旅游業(yè)在2008年奧運會、2010年世博會及亞運會等大型盛會的成功舉辦下,獲得了前所未有的發(fā)展契機,這既是機遇,又是挑戰(zhàn)。近年來,旅游業(yè)對人才的需求呈逐年上升的趨勢,但是,旅游人才的供給和培訓卻相對滯后,如何有效解決旅游人才市場出現(xiàn)的供需矛盾,成為當務之急。 商丘市旅游業(yè)在國家大力發(fā)展第三產(chǎn)業(yè)的政策引導下,在河南省委、省政府積極實施政府主導型旅游發(fā)展戰(zhàn)略,提出“旅游立省”戰(zhàn)略的政策背景下,被商丘市委、市政府作為全市重要的經(jīng)濟支柱和新的經(jīng)濟增長點來培育。在黨委、政府的全力推動下,旅游開發(fā)力度不斷加大,旅游發(fā)展環(huán)境不斷改善,旅游投入不斷增長,旅游從業(yè)隊伍不斷壯大,旅游整體形象更加鮮明,旅游人數(shù)和旅游收入不斷增長,旅游產(chǎn)業(yè)對社會經(jīng)濟發(fā)展的貢獻率不斷提升。隨著旅游產(chǎn)業(yè)的不斷發(fā)展壯大,旅游人才資源開發(fā)中存在的矛盾也逐步顯現(xiàn)出來。 本文擬通過對商丘市旅游人才資源的結構進行分析,發(fā)現(xiàn)和解決旅游人才隊伍結構和人力資源管理中存在的問題,并提出意見和建議,著力解決旅游專業(yè)人才匱乏、缺乏新業(yè)態(tài)人才、從業(yè)人員素質偏低、人才培養(yǎng)缺乏系統(tǒng)性等問題。同時,通過對商丘市旅游人才資源調(diào)查統(tǒng)計,總結分析全市旅游人才資源開發(fā)的特點和規(guī)律,準確進行人才需求定位,為該市今后旅游人才資源開發(fā)和旅游行政主管部門決策提供依據(jù)。 本文通過調(diào)查和統(tǒng)計,對商丘市旅游人才資源現(xiàn)狀進行分析,發(fā)現(xiàn)在現(xiàn)有的人事制度和人才觀念下,旅游人才資源的開發(fā)、利用方面還存在一些問題,比如旅游從業(yè)人員基本素質及學歷、技術層次偏低、年齡結構偏低,從業(yè)經(jīng)驗不足；旅游人才隊伍不穩(wěn)定,流動性大；旅游院校人才培養(yǎng)能力不強、旅游專業(yè)人員匱乏、新業(yè)態(tài)人才缺乏；旅游管理、科研、服務等機構不全；高素質人才培養(yǎng)引進機制不全；主管部門管理服務不足等。作者通過對各類旅游人才總量、結構和素質狀況的對比分析,提出了要加強領導,制定加快旅游人才培養(yǎng)的政策；整合資源,構建全市旅游教育培訓體系；突出重點,加快培養(yǎng)急需人才；加強投入,構建旅游培訓信息網(wǎng)絡等一些有針對性的方案和對策。
[Abstract]:Tourism, as a sunrise industry, has developed into the largest industry in the world. With the successful hosting of the 2008 Olympic Games, the 2010 World Expo and the Asian Games, China's tourism industry has gained an unprecedented opportunity for development. In recent years, the demand for talents in tourism has been increasing year by year. However, the supply and training of tourism talents are relatively lagging behind. How to effectively solve the contradiction between supply and demand in the tourism talent market has become an urgent task. Under the guidance of the national policy of developing the tertiary industry, the tourism industry of Shangqiu has been actively implemented by the provincial party committee of Henan Province and the provincial government, which has put forward the policy background of "establishing a provincial tourism" strategy, which has been put forward by the Shangqiu Municipal Party Committee. The municipal government, as an important pillar of the city's economy and a new economic growth point, has been cultivated. With the full efforts of the party committee and the government, the intensity of tourism development has been continuously increased, the environment for tourism development has been continuously improved, and the investment in tourism has been increasing. With the continuous growth of tourism industry, the overall image of tourism is more distinct, the number of tourists and tourism income is increasing, and the contribution rate of tourism industry to social and economic development is constantly rising. With the continuous development of tourism industry, The contradictions in the development of tourism talent resources also gradually appear. By analyzing the structure of tourist talent resources in Shangqiu city, this paper tries to find out and solve the problems existing in the structure of tourism talents team and the management of human resources, and put forward some suggestions and suggestions to solve the shortage of tourism professionals. Lack of new talents, low quality of employees, lack of systematic personnel training, etc. At the same time, through the investigation and statistics of tourist talent resources in Shangqiu City, the characteristics and laws of the development of tourism talent resources in Shangqiu City are summarized and analyzed. The accurate orientation of talent demand provides the basis for the future development of tourism talent resources and the decision making of tourism administrative departments in the city. Through investigation and statistics, this paper analyzes the present situation of tourism talent resources in Shangqiu city, and finds that there are still some problems in the development and utilization of tourism talent resources under the existing personnel system and talent concept. For example, the basic quality and educational background of tourism practitioners, the low level of technology, the low age structure, the lack of experience in the field of employment, the unstable and mobile contingent of tourism talents, the weak ability of talent training in tourism colleges and universities, and the shortage of tourism professionals, Lack of talents in the new industry; incomplete tourism management, scientific research, service, etc.; incomplete mechanism for the training and introduction of high-quality talents; inadequate management and service by competent departments; etc. The author makes a comparative analysis of the total amount, structure and quality of all kinds of tourist talents, It is proposed that we should strengthen leadership, formulate policies to speed up the cultivation of tourism talents, integrate resources, construct a city-wide tourism education and training system, highlight the key points, speed up the training of people in urgent need, and strengthen investment. Build tourism training information network and other targeted programs and countermeasures.
【學位授予單位】：華中師范大學
【學位級別】：碩士
【學位授予年份】：2011
【分類號】：F592.7;C964.2

【引證文獻】

相關碩士學位論文 前1條

1 王宏;旅行社員工繼續(xù)教育問題研究[D];福建師范大學;2012年

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本文編號：1573202