관광호텔 기업종사원의 전문인력화 방안에 관한 연구 : 제주지역 S호텔을 중심으로 = (A) study on the way how corporate personnel of tourist hotels are professionally provided : focussing on S hotel

다국어 초록 (Multilingual Abstract)

We could say largely 4 classifications of the employee problems of Korean hotels. When they get job training, they have to enjoy incentives in self-developments and professional recognition.
The lowering of endeavor for self-development and increasing of job hopping rate will be caused by low number of attendance at training.
In regard to employer, they tend to think that cost about education is the consumptive cost and do not invest enough. But that is not true and employer have to consider that cost about employee education is, by long term, best investment and will bring back most result and the profit.
Concerning about of education, its too theoretical so hard to be applied to practical affairs. This problem can be solved by labor of training department to choose education subject more practical and business like.
In education method, still many of them are not business like but theoretical lecture and disapproval of idle time or close time, the education attendance rate is low. After all, improvement on these education method and increasing rate of education attendance, the effectiveness of education will be enlarged.
In regard to personal affair management, incentive proportion to education result is not enough. Therefore this makes the employee thing training is not worthy. To prevent from this problem, same advantage must give to educational superior.
The content of this study in brief is,
First, vital statistical characteristics such as employees sex, academical background, age and working career are no effect at feeling of satisfaction at training.
Second, in training attitude, employees academical background and experience of job-hopping take some effect. Especially, one who have no job hopping experience got more positive attitude at education compare to experienced one and regard to academical background, very distinct result appeared. Employees sex have almost no effect on difference in feeling of satisfaction at training and about the academic background, a university graduate showed the best satisfaction but higher showed worst. In age, from 25 to 30 showed best satisfaction but from 30 to 35 wasnt satisfied so much.
Third, in satisfaction about education facility, employees sew take some effect. In case of man, satisfaction percentage is about half but woman makes some difference and a college graduate showed almost same result as man.
In processing this study, on sorriness is that study case was not sufficient. Study case was not every deluxe hotel in Korea but only in Jeju, just one hotel. But hotel trainings importance is getting higher in these days and in the near future, more detailed and concrete study to be necessary.

목차 (Table of Contents)

• 목차 = Ⅰ
• 제1장 서론 = 1
• 제1절 연구의 목적 = 1
• 제2절 연구의 범위와 방법 = 3
• 1. 연구의 범위 = 3
• 2. 연구의 방법 = 3
• 제2장 관광호텔 기업종사원의 교육훈련에 대한 이론적 고찰 = 5
• 제1절 교육훈련의 개념 = 5
• 1. 교육훈련의 개념 = 5
• 2. 교육훈련의 필요성 = 7
• 3. 우수한 전문 인력양성의 필요성 = 9
• 제2절 교육훈련의 현황 = 10
• 1. 교육훈련의 목적과 방향 = 10
• 2. 교육훈련의 분류와 방법 = 12
• 제3절 호텔경영과 교육훈련과의 연관성 = 22
• 1. 호텔경영의 특성 = 22
• 2. 교육훈련의 연관성 = 28
• 제3장 제주지역 S호텔의 교육훈련 분석 = 30
• 제1절 호텔 교육훈련의 발전과정 = 30
• 1. 호텔 교육훈련의 발전과정 = 30
• 2. S호텔의 교육훈련 체계와 과정 = 31
• 제2절 제주지역 S호텔의 교육훈련 현황 = 38
• 1. S호텔의 교육훈련 목표와 담당부서 = 38
• 2. S호텔의 교육 훈련비와 외국어 교육훈련 = 40
• 3. S호텔의 교육훈련 시설과 해외연수 = 42
• 제4장 제주지역 S호텔의 교육훈련에 관한 실증적 분석 = 45
• 제1절 평가방법 = 45
• 1. 평가모델 개발 = 45
• 2. 자료모집 = 47
• 3. 자료처리 = 50
• 제2절 평가결과 = 52
• 1. 호텔 종사원의 인구통계학적 만족도 = 52
• 2. 호텔별 전문인력 양성 현황분석 = 57
• 3. 성별/학력에 따른 교육시설 만족도 = 59
• 제3절 교육훈련 개선방안 = 62
• 1. 전문인력양성에 대한 조직의 미비 = 62
• 2. 경영자측면의 개선 방안 = 64
• 3. 교육훈련 방법상의 개선방안 = 65
• 4. 인사관리 제도상의 개선방안 = 66
• 제5장 결론 = 68
• 제1절 연구의 요약 = 68
• 제2절 연구의 한계와 미래연구의 방향 = 70
• 참고문헌 = 72
• Abstract = 75