Training of business management training process is incomplete, disjointed training effectiveness and job performance of the whole process of training of human resources should include needs analysis, planning, project implementation, assess the effect of four stages, if Xia Lou impact assessment stage, staff training learned new knowledge, learn new skills, Hohhot management training, but did not apply what they learn in their own work, improve work practices can not be reached, the effect of improving job performance, such training has no real meaning. After the training program for its effectiveness not evaluated, or just make a simple assessment, management training, or as though carefully assessed but the results incorporated into the performance appraisal scope, these phenomena are not uncommon in the hotel industry. Some hotels divided into the Ministry of Personnel and Training, but no corresponding communication and establish effective mechanisms to reconcile, but the effect is caused by the training and job performance of institutional separation. The crux of these four common errors are: human resources training is still considered a routine operational processes work, human resource training management of human resources management is still considered a derivative of the function, far failed to do so in order to develop strategy for the focus to operating results as the focal point in all directions to progressive management and service standards. To get out of these four errors, hotel companies must pay attention to human resource training from a strategic height, and then the implementation of the strategic management of human resources 訹 hotel company deep into the training of human resources training effectiveness assessment of the effectiveness of training can be divided reactions, knowledge, behavior, performance four progressive levels, namely hotel training evaluation should be into the hands of these four areas. The first concerns the reaction of employees participating in the training, the main theme of the training staff to assess trainees, content, teaching materials, teachers, the situation, the progress, the environment and facilities other items of conditions are not satisfied, the assessment methods are observation, interviews, consultation, sampling survey. Second, knowledge testing of employees participating in the training, the main assessment is not participating in the training staff to grasp the principles taught in the training, methods, skills, procedures and other evaluation methods have Juanmian exams, field manipulation, writing experience, talk about experience and so on. Third is to investigate the behavior of employees participating in the training, corporate training management, major assessments behavior after participating in the training staff back post is not subject to change, job performance is not to make progress, to assess behavioral observation methods, performance evaluation, measurement, interviews ( In addition to himself and his interview subjects outside directors, corporate governance, should also include coherent colleagues and clients), etc. Fourth, measure the effectiveness of training programs, assessment of training programs are not primarily to help improve the performance of the hotel, according to hotel performance assessment evaluation methods, performance evaluation method may be, but be careful qualitative assessment and quantitative analysis of the effective combination. Middle Management Training | Langfang Management Training | vertical longitudinal force education provided by the Shijiazhuang Enterprise Management Consulting Co., Ltd.. Shijiazhuang Longitudinal Enterprise Management Consulting Co., Ltd. (www.zongliedu.com) (www.zlkcedu.com) strong, credible, in Shijiazhuang, Hebei, education, training and other industry has accumulated a large number of loyal customers. The company better work attitude and constantly improving innovative ideas will lead vertical force education into the brilliant and you work for a better future!