الفهرس يوجد فقط 14 صفحة متاحة للعرض العام
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المستخلص
CONCLUSIONS AND RECOMMENDATIONS
5.1. Conclusions
Training in the hospitality industry is becoming a massive enterprise. Given the large amount of money spent on training, however, surprisingly little effort is directed toward tracing the results. Most training programs, unfortunately make little or no difference in performance. Part of the problem is that training has become a circus. Too many training programs place emphasis on ease, fun, and certainty. Instead of promoting and ensuring the very purpose behind the design of programs - namely, learning,
skill development, and behavioral change, the means all too readily becomes the end, and the original purpose and goals of training are lost. The major purpose of training is to help an organization to complete more effectively now and in the future. That kind of mission connects training effectiveness to employees’ perfonnance on the job. In this way, training is positioned as a mean to an end rather than
an end in itself.
In today’s global competitive market-place, the demands of customers are forever increasing as they require improved quality of products and services but are prepared to pay less for their requirements. Continuous improvement in total business activities with a focus on the customer throughout the entire organization is one of the main means by which companies meet these demands. This is why quality and its management are looked upon by many organizations as the means by which they can gain and maintain a competitive edge over their rivals.
Training is very importance for employees to be highly productive. Supervisors should implement TQM within their departments, and teaching their employees the philosophy of quality, employees requirements are interpersonal skills, the ability to function within teams, problem-solving, job management performance analysis and improvement, business economics and technical creation and formation of TQM, employees are trained so that they can become effective for the company.
Training should includes specific knowledge, skills, and attitudes so that new associate may understand and successfully contribute to the mission and needs of the function area. Training must reinforce the techniques of active listening and it should show the trainee how to provide personal feedback as well as input from external
customers.
The growth of the fast-food restaurant industry in Egypt as in other countries has lately become significant. As the fast-food restaurant industry grows, however, it have also become highly competitive.
The present research was designed to investigate the application of TQM in the training activity done by a sample of fast-food operations. For this reason two chains were selected, one is a local, while the other is a franchised chain. These two chains were selected on the basis that they applying TQM basics when operating their units. The efficiency of adopting TQM was tested through four
approaches; namely: