L Foods Employee Training Problem And Countermeasures Research

As people are increasingly demanding high quality food, staff training gradually causes the attention of the food business executives. L company is a joint venture by South Korea and the United States food enterprise,and the current state of a single training has failed to meet the rapid development of the enterprise. Therefore, it is urgent to improve the quality of training through a variety of ways to solve the problems in training.In this paper the specific case of L Company is combined. We review status of domestic and abroad training theoretical research, do research and analysis based on the practical problems of the training in the company. By the surveys and interviews of the managers, technicians, operators, and by the use of statistical methods to find out the problems in training, the main problems of L company 's current training are: emphasis on training is not enough ; training system is not sound; teachers troop is instable, analysis of raining demand is not sufficient, training content is lack of pertinence, evaluation mechanism of training is not sound, and the last problem is the lack of the training development planning.The paper studies the organizational strategy first. Through the leadership will, input costs, product process, staff turnover, and training philosophy and so on, the formation mechanism of the training problems in L Company is studied. The theory of human resource management and other relevant knowledge are used in the process of analysis. According to the company's current training situation, we put forward some valuable recommendations in various aspects: Improve the company's attention on training, and change the training concept of senior managers; Make the training system sound and the training implementation standardization; Improve faculty, and establish internal teacher professional team, to expand teachers; Improve needs analysis and the training process; Classify trainings of employees with different skills to improve the relevance of training content; Consummate the training evaluation system to optimize the input-output training funds; Establish career development mechanisms to develop staff the sense of belonging to the enterprise. These recommendations are expected to promote L Company's training work. L company has a certain representation in foreign companies in the food industry, based on which this paper further discussed proposals to improve training system of the foreign companies in the food industry. And we wish to play a reference role for companys with the similar background in the food industry, to help food companies become stronger.