Курсовая с практикой на тему Social adaptation of employees of a hotel enterprise: challenges and constraints

Содержание:

Introduction 3

Chapter 1. The concept of social adaptation of workers at the enterprise 6

1.1 Essence, goals and challenges of social adaptation of personnel 6

1.2 Types of social adaptation of personnel 9

1.3 Social adaptation of personnel: constraints 11

Chapter 2. Analysis of the social adaptation of staff in the hotel «St. Regis Moscow Nikolskaya» 13

2.1 Organizational and personnel characteristics of the hotel «St. Regis Moscow Nikolskaya» 13

2.2 Analysis of the social adaptation of staff in the reception and service of the hotel «St. Regis Moscow Nikolskaya» 17

Chapter 3. Development of a program to improve the social adaptation of staff in the reception and service at the hotel «St.Regis Moscow Nikolskaya» 22

3.1 Development of a program to improve the social adaptation of staff in the reception and service at the hotel «St. Regis Moscow Nikolskaya» 22

3.2 Evaluation of the effectiveness of the proposed program to improve social adaptation 25

Conclusion 28

Bibliography 30

Введение:

The development of the modern hotel industry occurs in close correlation with external global processes that take place in the global economy; therefore, monitoring should be constantly carried out. The hotel services sector has an inexhaustible potential for progress, makes a significant contribution to the economy of countries, provides large-scale investments in tourist-attractive regions, and it is people who determine the essence and efficiency of business, and are the key resource of any organization. Through role enhancement personnel in the field of hotel management, fundamental changes in the content of labor caused by the use of new equipment, technologies and methods of production activity, interest in personnel has grown, the functions of ensuring continuity of service in the hospitality industry have become paramount, which need to be improved in the personnel management industry, so the adaptation process is relevant in the hotel service.

To date, a large number of works by domestic and foreign researchers have been devoted to the problem of personnel adaptation. The modern idea of adaptation is based on the works of V.R. Vesnin, G. Hartman, A.Ya. Kibanov, M. Armstrong, E. Shane, A. Brass etc. The issue of personnel adaptation is at the stage of constant study. Despite the fact that there are numerous studies in this area, there are still questions devoted to the study of understanding the essence, types and structure of this process.

Getting started in a new place is very stressful for an employee, associated with the confrontation with unfamiliar surroundings and people. In the process of implementation of a worker, not only the employer should be involved, but the whole team, highlighting concern, willingness to help and support at this important early stage. Helping an employee to successfully «integrate» into a new organization is the most important task of adaptation programs in hotels.

This paper aims to present challenges and constraints of social adaptation of employees of a hotel enterprise. In accordance with the goal, the following tasks were set:

— to consider the theoretical aspects of personnel adaptation;

— to identify types of social adaptation of personnel;

— to analyze the personnel management system in the hotel’s activities;

— to conduct a study of the processes of personnel adaptation in the hotel «St. Regis Moscow Nikolskaya»;

— to propose measures to improve the process of personnel adaptation.

The object of the study is the process of personnel adaptation in the organization.

The subject of the study is a hotel «St. Regis Moscow Nikolskaya».

Research methods: questionnaire, analysis, descriptive method, calculation, graphic.

The empirical basis of the study was the data of the management and accounting of the hotel «St. Regis Moscow Nikolskaya», the results of the interview 10 staff of the hotel, held among new employees.

The scientific novelty of the research consists in clarifying the concepts that are important for studying the system of the personnel adaptation process in the organization.

The practical significance of the work lies in the possibility of using the results in order to improve the efficiency of personnel management of both this enterprise and other hotels, as well as when studying the courses «Personnel Management», «Hotel Management business».

The structure of the work is determined by the specifics of the chosen topic and features selected for study material: introduction, three chapters, conclusion, and list of references. The introduction sets goals and tasks of the study, the actuality of the topic, defines the object and subject of study and the structure of the study.

The first chapter discusses the theoretical foundations of personnel management in the hospitality industry, as well as methodological approaches to evaluating the effectiveness of the personnel management system.

The second and third chapters provide a comprehensive analysis of the personnel management system at the Hotel «St. Regis Moscow Nikolskaya». , identifies strengths and weaknesses, and offers recommendations that will make personnel management more effective.

In conclusion, the results of the work are summarized, key conclusions are formulated.

Заключение:

Based on the above, the following conclusions can be drawn. Effective staff work is a prerequisite for the successful operation of a hotel company; therefore, the selection of new employees for vacant positions is a responsible and creative task at the same time. Its solution begins with the development of a set of requirements for to the candidate, including professional, personal, medical, etc.,

which are formed based on job responsibilities and description workplace.

The main factor in the adaptation of an employee is his psychological characteristics, which are becoming increasingly important nowadays and should be investigated. In the process of personnel adaptation, it is necessary to take into account their physical and spiritual sides, education, mentality, and skill level. Adaptation is easier if the employee has a desire to learn and learn new things.

Directed workers adaptation is a beneficial as it comes to shortening the time period when the worker is not giving a standard performance and his/her orientation in new environment is not sufficient yet. It helps people to create positive relationship toward their job and toward organization as well as it motivate him/her to do the job better.

Any new employee of the company has difficulties in mastering a new workplace, getting to know the work team and in mastering their new specialty. These difficulties reduce its effectiveness. The work of adapting a new employee is a natural course of management andthe responsibility of the HR manager.

Adaptation takes place in four stages: first there is an assessment of the level of readiness of the beginner, then his orientation, then comes the stage adaptation of a beginner to his working status (effective adaptation), and the final stage is the gradual overcoming of production and interpersonal problems by a beginner (functioning).

As a result of the study of the adaptation process in the hotel «St. Regis Moscow Nikolskaya», based on which was based on the study of the current regulatory documents adopted in the organization for the process of adaptation of employees, as well as the survey conducted, problems were identified in the organized adaptation process, namely:

— newcomers have difficulties in the field of professional responsibilities and

organizational plan;

— beginners have difficulties with professional duties;

— during the adaptation process, new employees had questions concerning

a general idea of the organization.

Фрагмент текста работы:

Chapter 1. The concept of social adaptation of workers at the enterprise

1.1 Essence, goals and challenges of social adaptation of personnel

The adaptation process is one of the main components of the personnel management system. The adaptation process is controlled and aimed at adapting a new employee to the organizational culture of the company, to the internal corporate schedule, to the requirements and expectations imposed on him by the company, and to his own workplace. Adaptation is understood as dynamic formation. The result and process of adaptation of an organism or personality to environmental conditions, as well as the property of any self-regulating system, which consists in the ability to adapt to changing environmental conditions.

Adaptation as a process and as a result, is the result of physical, socio-economic, or organizational changes in group behavior, social communication, or culture. External influences determine the effectiveness of the adaptation process.

The essence and functions of adaptation were specifically considered within the framework of the psychoanalytic direction (G. Hartmann, A. Freud, A. Adler), neo-behaviorism (G. Eysenck, R. Hankey), interactionism (L.Phillips), cognitive (J. Piaget), gestalt psychology (F. Perle). With the psychoanalytic approach, the problem of adaptation was studied based on the analysis of the protective mechanisms of personality (3. Freud, A. Freud, A. Adler).

Adaptation, according to A. Hartmann, includes both processes related to conflict situations and those processes that are included in the free from conflicts, the sphere of the «I», which contributes to normal adaptation and is created by the protective mechanisms of the personality .

Supporters of interactionism study as a well-organized technique or the way of life by which a person adapts to new situations and copes with newly arisen problems. Interactionists believe that in the process of adaptation, the body adapts to the specifics of the situation. For representatives of this direction, when exposed to the environment, adaptation manifests itself in the form of two possible forms. Firstly, it is an acceptance and an effective response to those social expectations that a person meets in accordance with their beliefs. And secondly, it is how flexible and effective a person is when meeting new and potentially dangerous situations; and the ability of a person to give events the direction that he needs.

J. Piaget believes that adaptation is two interrelated operations: accommodation (assimilation of the rules of the environment, «assimilation» to it) and assimilation («assimilation» to oneself, transformation of the environment). In general, adaptation is the process of adapting an organism to the environment and achieving a harmonious balance with it . Adaptation is considered as a process of cognition: during the search for balance, i.e. correspondence, between the organism and the environment, the path of development is determined. Equilibrium is realized through the operations of accommodation, including the adaptation of one’s actions, thoughts, concepts to the outside world, and assimilation, which consists in completing the external world in accordance with the ideas of man. The most complete balance is achieved at the level of intelligence operations, which allow a person to adapt to the external environment as fully as possible.

For example, V.R. Vesnin, a well-known Russian scientist, considers adaptation as the next step after the introduction of new personnel, defining this process as adaptation to the content and working conditions, the social environment. Within its framework, a detailed acquaintance with collective and new responsibilities; assimilation of behavior stereotypes; assimilation — full adaptation to the environment and, finally, identification of personal interests and goals with common ones .

A. P. Egorshin, honored worker of science the RF, proposed the categories of collective and individual adaptation. How it is noted in the author’s work that adaptation is «the process of adaptation of the collective to the changing conditions of the external and internal environment of the organization; adaptation of the employee is the adaptation of the individual to the workplace and the labor collective» .

A.Ya. Kibanov considered adaptation as the adaptation of an employee to an organization, the basis of which is the gradual entry of an employee into new professional and socio-economic working conditions .

Personnel adaptation is a series of activities aimed at familiarization, adaptation of employees to the content and conditions of work, as well as to the social environment of the organization. The passage of adaptation is an important stage of entering the position both for beginners who are just entering the job, and for those who move from one position to another (promotion, department change and other cases of internal staff rotation). The adaptation process is ongoing, as a result, in order to work effectively, the company must approach its implementation comprehensively and consistently.

The main goal of adaptation of a new employee is to get acquainted with the culture, values, way of life, business processes of the company, as well as the development of corporate applications and services. All this allows you to quickly and effectively introduce a newcomer to work, minimize the risk of mistakes on his part and maximize the involvement of a new team member in the future.

Adaptation of employees is necessary not only when recruiting new employees. The need to resort to it appears with any modernization in an organization, after the introduction of a new mechanism of work, the transition to a new system, etc., the labor force is redistributed, the number of employees is growing, they have to learn new skills or change their workplace and team, the significance of the problem of adaptation increases even more.

The adaptation process, in order for it to be effective, requires management. To do this, create special services for the adaptation of employees in organizations, or simply allocate adaptation specialists, it all depends on the numerical number of the organization’s personnel, its management structure, the availability and organization of the personnel management system, as well as the perception of the organization’s directorate of the importance of the adaptation aspect.