A Study On The Realtionship Between Human Resource Training Development And Employee Performance In Vietnamese Tourism Enterprises

Vietnam's tourism industry has shown an unprecedented good growth trend.At present,the overall quality of Vietnamese tourism employees is not high,talent mobility is strong,the tourism industry's overall quality of service and efficiency still have great room for improvement.Based on the previous research results and the characteristics of tourism enterprises in Vietnam,this paper constructs a model of "human resource training and Development as Foshan employee performance",and puts forward relevant hypotheses.Then,this paper analyzes the relationship among Human Resource Training and development,employee performance and organizational identity,and puts forward some strategies to optimize and enhance the effectiveness of human resource training and development,it will play a guiding role in the future human resources training and development of Vietnamese tourism enterprises.The first chapter is the introduction,which introduces the research background,significance,purpose,content and methods.The second chapter is literature review,including the concept of human resource training and development,the concept of employee performance,the concept of organizational identity,and the relationship between the three domestic and foreign literature.At the same time,it puts forward the theoretical basis of this paper,the theory of employee motivation and the four-level training evaluation model of Coriolis.The third chapter is the general situation of Vietnam's tourism industry,the characteristics of human resource training and development,and the existing problems.The fourth chapter is the empiricalresearch design,which designs the questionnaire for the three factors of human resource training development,organizational identity and employee performance,and puts forward the theoretical model for the relationship between the three variables.The fifth chapter is empirical data analysis,descriptive analysis of survey data,verification of reliability and validity,and regression analysis of the mediating role of correlation analysis and organizational identity among various variables.The sixth chapter is the summary of the whole paper,including the research conclusion,management suggestions,limitations of the research and the prospect of the future research direction.The conclusion of this paper is as follows: human resource training development,organizational identity and employee performance: 1.The analysis of the differences among the three variables in demographic variables shows that gender has no significant impact on human resource training development,organizational identity and employee performance.There was no significant difference in employee performance among the subjects of different ages,but significant difference in human resource training development and organizational identity.There was no significant difference in organizational identity among subjects with different educational background,but significant difference in human resource training and development,and employee performance.There were significant differences in three variables among the subjects with different working years.2.Each dimension of human resource training development has a positive effect on employee task performance and relationship performance.3.Organizational identity plays an intermediary role in the influence of human resource training and development on task performance and relationship performance.