Research On The Effectiveness Evaluation Of Staff Training In Q Catering Company

Employee training is an important component of enterprise human resources and an important way for enterprises to continuously accumulate and apply it in the process of human resource development.In recent years,Chinese enterprises have increasingly attached importance to talent cultivation,investing a lot of energy in human,material,financial,and other aspects.However,it is still unclear how much profit this investment can bring to the company,and evaluating the effectiveness of employee training is also a challenge.If the effectiveness evaluation of training cannot be improved,it will to some extent hinder employees from further training work.Establishing a training and assessment system that is in line with the company’s actual situation is very meaningful.Q Catering Company is a comprehensive catering company,and as a catering enterprise,training is needed to ensure its competitiveness.Although the company has also conducted a large amount of training,the training effect is not ideal.In this study,a training effectiveness evaluation system was designed for Q Catering Company.The first step in designing the evaluation system is to decompose the reaction layer,learning layer,behavior layer,and result layer,thus forming a hierarchical indicator with a three-level structure;The second step is to calculate the weight of the decomposed indicators using the Analytic Hierarchy Process.According to the weight results of the Analytic Hierarchy Process,it can be concluded that the behavior layer is the most weighted indicator among the current first level indicators,with a weight of 0.48225,accounting for nearly 50%of the entire first level indicator and being the most important indicator.Therefore,in actual training,it is necessary to attach great importance to the behavioral indicators,especially in the secondary indicators.In the employee response layer,the comprehensive weights of training cognitive effects,target completion rate,monetary goals,and other indicators are relatively large,and need to be highly valued.In the third level indicators,the transformation and application of public relations in food safety crises,the impact and influencing factors of HACCP risk factors,and profits all account for over 5%,making these indicators also very important.In this part of the analysis,by determining the weights of different indicators,an evaluation model that can be effectively nested was ultimately obtained.This model can be used to evaluate the training effectiveness of Q Catering Company and make modifications to address any areas where the effectiveness is not satisfactory,thus providing a scientific quantitative tool for optimizing Q Catering Company’s training.In addition,based on the issues identified in Chapter 3(single evaluation method for employee training effectiveness,insufficient scientific evaluation of employee training effectiveness,insufficient effectiveness of employee training effectiveness evaluation results,and simple system design for employee training effectiveness evaluation),as well as the evaluation system design in Chapter 4,strategies have been developed to strengthen training targeting,optimize the teaching staff,increase leadership attention,and enhance employee participation awareness.This study designed a training effectiveness evaluation system that conforms to Q Catering Company through quantitative analysis,which can effectively improve the training effectiveness of Q Catering Company and provide reference for training optimization of similar enterprises.