| Summary: | 碩士 === 國立中興大學 === 高階經理人碩士在職專班 === 102 === Human capital has been considered to be the most valuable asset of an enterprise. It is especially true for chain restaurants which require As a result, establishing an effective face-to-face services for customers. employee training program is crucial to the successful development of high quality employees. The purposes of this research are examining the career pathway learning program, inspecting the opportunity points of store managers training package, studying the comprehensiveness of the training system. and assessing the effectiveness of its training program of the case company. Suggestions for improvement will be proposed based on our findings.
After thorough literature review and in-depth observation of the training processes of the case company, it was found that a standard training system on front line workers fits better for a starting chain restaurant because it helps the company to rapidly expand and reproduce its success model while maintaining quality of service. When the company grows larger, especially becomes a public firm and assumes a leading role in the industry, the training system should be adjusted from a learning organization to a coaching organization. Moreover, the company must concentrate all the training resources on the store managers to minimize training waste, which in turn enhance the learning performance.
In addition, this study also found that the development of a career development learning program has to consider both personal needs of the employees and long-term development strategies of the organization to avoid the shortage of trained front line workers. The training unit also needs to periodically improve the quality of each training course in order to enhance the overall quality of training managers to achieve better organizational performance.
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