What are the goals of hotel training staff? How did you do it? And why training is needed.

In order to win the future competition, enterprises must pay attention to the improvement of overall performance; To improve the performance level of enterprises, we must attach importance to the training and development of employees. Training is an investment, and investment requires cost. Only by passing the performance appraisal can the effectiveness of the training be tested. Enterprises should adhere to the market demand orientation of training, adhere to the idea of paying equal attention to training and assessment, take enterprise strategy as the orientation, and link strengthening employee training, making personal career planning of employees with improving enterprise performance. With the further development of modern management thought, many enterprises are committed to the construction of "learning organization" to improve their comprehensive competitiveness. In order to achieve this goal, they have increased the assessment of employees' daily work performance, because employees' work performance is closely related to enterprise performance. Only by continuously improving employees' work performance will the overall performance of the enterprise be continuously improved. In order to make employees have good job performance, besides improving the rules and regulations of enterprises and strengthening the assessment, the most important thing is to train employees. As we all know, people are the core factor of enterprise productivity. The innovation, transformation and development of enterprises are inseparable from the improvement of employees' quality and the learning and progress of employees. Staff training and development has now become one of the driving forces for the continuous progress of enterprises. As American futurist john Naisbitt said: "A successful company must solve two problems-one is the demand for the most competitive and productive managers; One is to connect the office with the classroom. " With the value of knowledge capital exceeding capital, the position of staff training and development in human resources development and management will be improved as never before. At present, some enterprises in China do not pay enough attention to their own employees. They think that "foreign monks can recite scriptures" and spend a lot of money to hire senior talents, but they ignore the cultivation and development of existing talents. It is unrealistic to think that it is only by "poaching people" to drive the development of enterprises. This practice of enjoying the success will definitely make you suffer a big loss. Only by attaching importance to training can enterprises have talents suitable for their own conditions. Without a perfect training system, training is difficult to implement. Training is to teach employees technology, skills, working methods, enterprise concepts and culture according to their development strategies, so that employees can improve their work performance by improving their skills and changing their way of thinking. Training activities run through the whole business activities of enterprises. When managers of enterprises see that employees' work performance is low, they should not only check the omissions in the management system, but also consider whether employees should receive training, make a good analysis, and then make training plans and programs and implement them. When many enterprises mention employee training, the first thing they think of is to seek training resources from the outside, and rarely think of developing them from the inside. In fact, every department or post of an enterprise has a group of technical experts or advanced model figures, who have unique successful experience and working methods. If these successful experiences and working methods are summarized, they will become practical training materials suitable for a certain position in an enterprise. If they are popularized, they will definitely improve the performance of the department or position, and then promote the performance of the whole enterprise. In a word, training is a management activity oriented by enterprise strategy and aimed at improving work performance. Some training, such as all kinds of training devoted to the long-term development of enterprises, may be difficult to see the effect in a short time, but its influence will permeate the whole work. From the perspective of employees, this will make employees feel that enterprises attach importance to individuals, enhance their work enthusiasm and improve their daily work efficiency. Although training takes a certain amount of time and money, it brings endless wealth to enterprises. It can be said that the effect of enterprise training directly affects employees' job performance, and the improvement of employees' job performance directly drives the improvement of enterprise performance, and ultimately enhances the market competitiveness of enterprises, thus affecting the future development of enterprises. Of course, training is an enterprise's investment, and investment has a cost. What is the effect of the training? Only by perfecting the performance appraisal system can we better reflect the changes brought to the enterprise after training, so as to train employees in the next step. To enhance the effectiveness of training, we must design a set of targeted training program system. A complete enterprise training system includes many types, which can be summarized into four types: pre-job training, on-the-job training, overseas training and career planning training. No matter what form of training, the training needs are determined according to the gap between employees' current work performance and standard performance, or the gap between skills needed for future work and existing skills. Its fundamental goal is to achieve the expected performance standards. Therefore, this part of investment should require the improvement of performance as a return, and the ultimate goal is closely related to improving work performance. pppppp 1。 Pre-job training PPPP For a new employee, pre-job training is necessary and obvious to improve his job performance. The main training content is corporate culture and work content. Once new employees go to work, they still carry out effective on-the-job training from time to time to improve work efficiency. During this period, they can decide whether to continue to hire or be eliminated through performance appraisal. Ppppp 2。 On-the-job training Due to the changes in the internal and external environment and work focus of the enterprise, pppp sometimes needs to mobilize or promote on-the-job employees and also needs training. On-the-job training for the purpose of employee development planning is the continuation and development of pre-job training. On-the-job training can improve the enthusiasm of employees and convey to individuals the positive attitude of enterprises towards their work performance some time ago. At the same time, on-the-job training is also conducive to the further improvement of employees' work performance. On-the-job training is to conduct performance interviews according to the assessment results, so that both parties can reach the next performance improvement plan and implement the training according to the plan, that is, to make the training more clear, targeted and practical. For example, job transfer training will eventually assess whether the quality of employees is in line with their job responsibilities through performance appraisal. Ppppp 3。 Overseas training pppp overseas training is to learn more skills from employees, attend training courses and seminars, and even send employees to study abroad. Many of these contents belong to long-term training, and employees who participate in the training have to leave their jobs within a certain period of time, which is impossible for some enterprises that are eager for quick success and instant benefit. The results of overseas training can bring more advanced knowledge and experience, help guide the work of trainees and even the business development of the whole enterprise, and have long-term significance for improving enterprise performance. PpppP 4。 Career Planning Training PPPP For enterprises, it is inseparable to formulate career development plans for employees and establish a win-win training system with employees to improve their overall performance and enhance their market competitiveness. Facts have proved that only enterprises that attach importance to employee training and development will have the motivation for sustainable development and will be in an advantageous position in market competition. Whether an enterprise trains talents for itself or for its competitors depends on whether it really considers the problem from the perspective of employees and carries out performance management from the perspective of enterprise development strategy. The training of ppppp on staff development planning is an important guarantee for enterprises to keep their staff relatively stable and gain lasting competitive advantage. Regard enterprise training as the investment process of human resources development. Because the biggest feature of investment is to get the return on investment, the return on training investment is the improvement of employees' ability, attitude and work performance. Strengthening the investment orientation of training can guide enterprise managers and employees to establish correct training concepts, attach importance to training effects, and strengthen the evaluation and examination of training effects, thus improving the overall performance of enterprises. Ppppp has a question that many enterprise executives often ask me, that is, can training definitely improve employees' work performance? It doesn't have to be like this. The key is that your training should combine the results of performance appraisal, be targeted, systematic, scientific and effective. Whether employee training should be further developed depends on the results of performance evaluation. Therefore, in order to truly implement the people-oriented concept, enterprises must attach importance to employee training and development, take training and development as the focus of their work, increase training investment, and enhance the scientificity of performance appraisal. Ppppp In addition, attaching importance to training is an important embodiment of corporate culture construction. Combined with the development experience of our company in the past two years, we attach great importance to the training of employees' knowledge and skills, and encourage employees to participate in training courses that are conducive to improving their skills and work performance, and have received obvious results. Our employees must attend on-the-job training for one month every year, and daily business training is interspersed. Through slide teaching and practical operation, we can improve the learning enthusiasm of every employee, and take the results of training as an important part of employees' daily work performance, and truly build the enterprise into a "learning organization", so that employees will always be full of vitality and the enterprise will always remain young. Ppppp To sum up, employees will feel the respect and recognition of the enterprise, whether it is cross-disciplinary and cross-departmental horizontal training and development or vertical training and development of professional technology and management level. There is a famous saying in American business circles: "Fools earn today, and smart people earn tomorrow." To win the future competition, P enterprises must pay attention to the improvement of overall performance; To improve the performance level of enterprises, we must attach importance to the training and development of employees. Our enterprises should pay more attention to spending today's money and strive for greater profits in the future.