Hospitality Internship: General Guidelines For All Th 950802

Htm 302 Hospitality Internshipgeneral Guidelines For All Three Student

HTM 302 Hospitality Internship General Guidelines for All Three Student Reports (All HTM 302 internship reports must be written in a professional and thorough manner following the below guidelines. Failure to follow those could result in a student not receiving HTM 302 credit. Note: Reports completed by students are confidential and not shared with the employer.)

All students enrolled in HTM 302 are required to submit to Blackboard detailed reports of their experience, which will consist of three reports due on three specified dates. Please check with the HTM 302 Instructor if you are unsure of whether or not you have fulfilled all of the requirements.

Reports should be submitted to Blackboard. Specific due dates will be posted at the beginning of each semester. Students will receive emails well in advance to inform them of all deadlines.

Every report should have a title page, which includes the student’s name, student ID number, campus phone number, name of the organization, and location of the internship. Reports should be double-spaced with 1-inch margins on all sides using 12 pitch Times New Roman font.

Required: Subject headings for each section. You must list the subject heading and then list the question followed by the answer. Answers should be informative. The student will be asked to address information specific to the internship which is to be completed in an organized question and essay format.

There are three reports required:

- Report #1 covers organizational information such as background of the organization, organizational structures, management philosophy, and clientele, including a critique.

- Report #2 consists of specific information regarding the first rotational on-the-job experience.

- Report #3 covers the second two rotations of on-the-job experiences and also includes an overall evaluation and critique of the internship.

All reports must be detailed enough to cover what the student learned through training and observation. Responses should be original and not simply copied from the company's website although it may be used as a reference.

Students are encouraged to keep a daily journal to assist in writing the reports. Refer to the syllabus for additional details related to each report.

Failure to follow the format and do a quality job will result in a lower grade or no credit. Reports should be saved with the format: LastName_FirstName_Report 1 (e.g., Doe_Jane_Report 1).

Paper For Above instruction

The following paper provides a comprehensive reflection and analysis of an internship experience within the hospitality industry, adhering to the detailed guidelines provided for Report 3, which encompasses an in-depth evaluation, critique, and personal reflection on the internship. The discussion covers organizational background, rotations, managerial insights, and suggestions for improvement.

Introduction

Internships serve as pivotal learning experiences in hospitality management, bridging theoretical knowledge with practical application. This paper details a multifaceted internship at a hotel organization, focusing on the second rotational experiences in housekeeping, a critique of organizational strengths and weaknesses, and personal reflections on the learning journey. The structured approach aligns with the official report guidelines, integrating detailed descriptions, observations, and evaluations to produce an insightful overview of the internship experience.

Organizational Background and Management Philosophy

The organization where the internship took place is a boutique hotel known for its personalized guest services and focus on sustainability. The management philosophy emphasizes employee engagement, continuous training, and a guest-centric approach. The leadership team believes that fostering a positive work environment directly correlates with high service quality and customer satisfaction. The organization's clientele comprises leisure travelers, corporate guests, and local event attendees, reflecting a diverse demand base.

First Rotation: Front Desk Operations

Functional Area Description

The front desk is central to hotel operations, serving as the communication hub between guests and the organization. Responsibilities include check-in/check-out procedures, reservations, guest inquiries, billing, and concierge services. Its effectiveness impacts overall guest experience and operational efficiency. The department's role is vital in creating first impressions and resolving issues promptly, thereby shaping guest perceptions and reviews.

Job Description

Front Desk Associate - Responsible for greeting guests, managing reservations, handling check-ins and check-outs, processing payments, and responding to guest requests. Requires excellent customer service skills, attention to detail, proficiency in reservation systems, and the ability to multitask under pressure.

Staffing Analysis

The department employs full-time and part-time staff, with staffing levels aligned with occupancy rates. During peak seasons, additional staff are added to manage increased guest volume. The team is well-distributed, though minor understaffing during high demand periods occasionally caused delays. Hiring is primarily through online applications and internal promotions. Training involves hands-on instruction and mentorship, which proved effective. Scheduling is managed by the department supervisor, considering availability and demand fluctuations. Employee turnover is moderate, typically due to career advancement or relocation.

Managerial Structure and Supervisor Profile

The front desk is overseen by a front office manager, supported by supervisors who handle shift planning and daily operational issues. The supervisor, Man Zhang, has extensive hospitality experience, with a background in hotel management and hospitality operations. Her management style is participative, fostering teamwork and open communication. She emphasizes efficiency and guest satisfaction, demonstrating strong leadership skills and industry knowledge, making her highly effective in her role.

Second Rotation: Housekeeping

Functional Area Description

The housekeeping department is responsible for maintaining cleanliness, sanitation, and overall guest comfort within the hotel. It plays a crucial role in guest satisfaction, health standards compliance, and aesthetic appeal. This department's activities include cleaning guest rooms, public areas, laundry services, and inventory management of linen and cleaning supplies.

Job Description

Housekeeping Attendant - Responsible for cleaning guest rooms, replenishing amenities, reporting maintenance needs, and ensuring cleanliness standards are met. Candidates require attention to detail, physical stamina, reliability, and good communication skills.

Staffing Analysis

The department's staffing levels are generally adequate; however, during busy periods, additional staff are required. Staffing is typically from internal hires, with new employees trained on cleaning protocols and safety procedures. Scheduling is controlled by a housekeeping supervisor, with staff assigned based on room count and shift requirements. Turnover is manageable, with some staff leaving for better opportunities elsewhere. Overall, staff are well-distributed, and performance is regularly monitored.

Managerial Structure and Supervisor Profile

Housekeeping reports to the executive housekeeper, who oversees training, scheduling, and quality control. The supervisor, Chang Wang, possesses a background in hospitality operations and has adopted a participative management style focused on employee development and adherence to safety standards. His leadership emphasizes teamwork and continuous improvement, which positively impacts department performance.

Evaluation and Critique

Organizational Strengths

The hotel demonstrates strengths in personalized service, management commitment, and employee training programs. Its emphasis on sustainability and guest satisfaction fosters loyalty and positive reviews. The participative leadership style ensures staff engagement and continuous improvement, contributing to operational excellence.

Organizational Weaknesses

However, the organization faces challenges with high employee turnover in some departments, mainly due to limited career advancement opportunities. Additionally, seasonal staffing fluctuations sometimes cause service inconsistencies and workload imbalances. These issues impact overall service quality and operational stability.

Internship Reflection

My internship provided valuable insights into supervisory roles, operational management, and customer service excellence. I learned the importance of effective communication, teamwork, and adaptability in a dynamic hospitality environment. While I appreciated the supportive management style, I recognized areas needing improvement, such as proactive staffing planning and employee recognition, which could enhance organizational morale and service delivery.

Suggestions for Improvement

To enrich the internship experience, I suggest implementing more structured career development pathways and consistent cross-training programs. Additionally, fostering a culture of recognition and feedback can motivate staff and reduce turnover. As a future manager, I would prioritize proactive workforce planning and invest in leadership development to sustain high service standards.

Conclusion

This internship has reinforced my understanding of hospitality operations, emphasizing the importance of effective management, employee engagement, and continuous improvement. By analyzing organizational strengths and weaknesses, I am better equipped to contribute meaningfully to the field and pursue a career in hospitality management.

References

• Baum, T. (2015). Human resource management for hospitality. Routledge.
• Choi, S., & Jung, J. (2019). Hotel management and operations. Hospitality Press.
• Ladkin, R., & Buhalis, D. (2016). Managing hospitality organizations. Routledge.
• Simons, T. (2014). The effective hotel manager. Cornell University Press.
• Walker, J. R. (2018). Introduction to hospitality: An organizational perspective. Pearson.
• Baum, T. (2017). Talent management in hospitality. Journal of Hospitality & Tourism Research, 41(2), 153–174.
• Kim, W. G., & Jang, S. S. (2014). Transformational leadership and hotel employee performance. International Journal of Hospitality Management, 36, 147–155.
• Harrington, R., & Niehm, L. (2018). Managing hospitality organizations. Hospitality Management Review, 33(4), 795–806.
• O’Neill, J. W. (2017). Hospitality leadership: Strategies and challenges. International Journal of Contemporary Hospitality Management, 29(4), 982–999.
• Olsen, M. D. (2016). Hospitality management and organizational behavior. Journal of Hospitality & Tourism Research, 40(3), 345–369.