摘 要我国国民生活水平的不断提高，使得厦门去年就接待了近 9000 万人次的国内外游客。随着旅游业浪潮涌动，民宿、短租公寓、房车形式的非标准化住宿业快速发展，新问题、新现象也随着产生，此时高端酒店企业面临的竞争越来越激烈，因此，越来越多的酒店管理者认识到，为了从根本上提高竞争力，酒店必须重视吸引和培养人才。笔者在阅读完大量中外文献后，通过在厦门万豪酒店及会议中心实地观察，了解其生命周期历程以及新入职员工培训现状。同时，通过问卷调查分析得目前该酒店的新员工培训存在的主要问题：现酒店企业文化未深入人心、培训工作不受重视，新入职员工自我培训意识薄弱，培训方法单一、内容无针对性，无完善的培训评价机制和激励机制等方面的不足。针对存在的问题，笔者在生命周期视角下对培训提出了相应的培训优化措施。关键词：生命周期；新入职员工； 培训优化研究AbstractWith the continuous improvement of living standards, xiamen received nearly 90 million domestic and foreign tourists last year. With wave tourism, in the form of home stay facility, short rent apartments, rv non-standard accommodation industry fast development, the new problems and new phenomena as also produce, the hotel enterprises more competitive, so more and more hotel managers to realize, want to fundamentally enhance their core competitiveness, must pay attention to talent introduction and training of the hotel.The author has read a large number of Chinese and foreign literary works and is familiar with the life cycle of Xiamen Marriott Hotel and Conference Center, And the training progress of new employees. Concurrently, the questionnaire analyzes the main problems of training new employees: the hotel enterprise culture is not deep, training, training new recruits self consciousness weak, training methods, without specific content, there is no perfect training evaluation mechanism and the lack of incentive mechanism, etc. In view of these problems, this paper puts forward...
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