为保证酒店的高效管理和持续健康发展，酒店迫切需要优化实习生激励管理。首
先对基本概念和相关理论进行综述的基础上。然后，介绍了新加坡香格里拉和青
岛海尔洲际大酒店的优秀实习生管理措施。接着，通过问卷调查、访谈、案例研
究和实地调查等方式对青岛 H 酒店实习生管理现状分析，找出存在的问题并从
酒店方面分析实习生管理中的基本保健措施不到位、激励策略不足和公平性不强
等三大方面。随后分析了实习生的激励因素并形成了实习生员工激励因素研究模
型，从完善实习生管理的基本保健措施和强化激励策略两大方面对该酒店从酒店
激励层面和团队及个人的激励层面做了充分的措施阐述。H 酒店主要需要从做好
保健、激励和公平这三方面的工作。其中健全“保健因素”主要从酒店层面出发，
提高酒店薪酬福利，健全实习生管理制度，做好 360 度沟通渠道，缓解工作压力
和情感压力，完善企业文化、实行“以人为本”的管理模式。“激励因素”主要
从团队和个人两个层面进行。其中工作设计激励包括安排合适的岗位、实行轮岗，
适当授权，表彰激励和改善环境氛围。个人成才激励包括建立良好的培训体系，
有晋升制度，职业规划管理。“公平因素” 包括同工同酬、工作保障和领导素质
等方面。最后，基于上述分析研究，得出结论：青岛 H 酒店实习生激励管理受到
酒店和实习生个人两方面因素的影响；酒店要在公平原则下，健全保健措施和强
化激励策略；并从实习生个人实际出发，进行有针对性的安排适合的岗位，给予
轮岗和晋升的锻炼机会，帮助他们进行职业生涯规划管理，让他们体会到酒店的
“以人为本”的管理理念，从而激发他们投入实习工作的热情为酒店创造更多的
效益。
关键词：实习生激励管理； 保健；激励；公平
Abstract
The rapid development of post-Olympic economy offers Qingdao hotel industry
great chances and challenges. Because of the competition between international
five-star hotels and domestic hotels, newly-opened hotels are lack of line-level staff.
More hotels begin to employ trainees from schools. To ensure the effective
management and sustainable development of hotels, a more reasonable mechanism of
trainee motivation management should be adopted instead of the current simple
management. Firstly the article explains the correlative concept and incentive
theories, in which there’re some details about the meaning, features, needs,
psychological status and importance of trainees at hotels and Motivator-Hygiene
Theory and Equity Theory. Secondly, some good measures of trainee motivation
management are introduced, which are used at Singapore Shangri-la Hotel and
Qingdao Haier Intercontinental Hotel. Thirdly, according to the analysis of the trainee
motivation management at H Hotel, the problems are that H Hotel does not have
enough measures of hygiene, motivator and equity, by way of the questionnaires,
conversation, case study and hotel investigation. Fourthly, a model about trainee
motivator is set up after the analysis of the motivator factors of trainees. This part
explains how to improve the trainee motivator from three aspects: hotel, team and
individual. From the points of hotel, the measures of hygiene include raising salary
and welfare, improving trainees’ management regulations, expanding the channels of
communication, relieving the pressures of work and emotions and carrying out people
oriented management mode. The motivator part is shown from two aspects: team and
individual. And the equity factors such as equal pay for equal work, work assignment
and leaders’ management quality. Lastly, it’s concluded that some practical points are
worked out in this article, and some problems should be studied further.
Key words: trainee motivation management, hygiene, motivator, equity
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