Research On The Relationship Between Employee Training Input And Performance Output In Tobacco Industry

The Enterprise Performance is one of the most concerned topics in enterprise operation,and often reflects the level of enterprise operation.Therefore,how to improve the performance of enterprises is the goal that managers need to pursue.Likewise,"people"is the very important factor of enterprise's operation,and every "people" has a very important influence on the operation level of enterprise.It is the most effective way to optimize the level of enterprise operations by training employees.Therefore,the investment of employees for training is the work that every enterprise has to do.During the development,the status of personnel is climbing,more and more attention has been paid to the contribution of human resource investment to enterprise performance improvement,and the development of human resources has become more and more important.In this conditions,many enterprise managers have put forward such questions as:How much can the employee training affect enterprise performance?And what contribution can be made to the growth of enterprise performance?The main purpose of this research is to discuss these questions.Tobacco production industry is an important component of our national economy,and it is one of the important sources of national revenue.The healthy and steady development of the tobacco production industry is of great significance to the country's economic development.In the middle of 90s,the production mechanization and automation level of tobacco production enterprises is not high enough,the requirement of people's skill and literacy is not that high.However,after the mid 90s,tobacco industry introduced a large number of advanced equipment from Europe,Germany,Italy and the United Kingdom.For the tobacco industry enterprises in the new century,in-depth study of staff training has a more profound practical significance.Through the investigation and summary of documents we know,that the research on the relationship between employee training and enterprise performance is relatively weak.The value conduction between employee training and enterprise performance has not been clearly demonstrated,and the corresponding research is still fragmented.The quantitative expression of the relationship between the human resources input and the enterprise performance growth is an urgent demand for the academic and management circles.Basing on this point,this paper studied the relationship between the enterprise staff training investment and the enterprise performance,expresses the quantitative relationship between employee training and enterprise performance by the help of model establishment and data analysis,and presents the contribution of employee training to the manager in a mathematical way.Based on the previous research,this study focuses on the following issues:1.Is there any other element in the staff training input expect expenses?How to measure them?2.As an important part of human resources investment,how much contribution can the enterprise staff training does to enterprise performance?Which input factors are more important in improving business performance?3.How to reasonably and effectively allocate the resources of enterprise staff training on different input factors,and improving the performance more efficiently?In order to answer these questions one by one,this research took the HY Company as the main research object,achieved the goal that express relationship between employee training and enterprise performance in a quantitative way by the help of some research work,such as model building,index design,data collection and analysis.Basing on the original intention that making staff training research more abundant and reflecting importance of employee training.This study reflects the contribution of employee training investment to enterprise performance growth intuitively by quantitative method rather than analyze the importance of employee training from theoretical level.Through the research of HY Company,we can get the transformation matrix which can reflect relationship between training input,employee competence improvement and enterprise performance improvement.Each coefficient in the matrix represent the interaction between any two indexes,enterprise managers can find out the key points of human resource investment by analyzing these specific factors.Furthermore,in order to test the scientificalness and effectiveness of the model in this study,we selected two more tobacco industry companies auxiliary research objects——ZY Company and HT Company.We collected and analyzed the data of these two companies,and obtained similar transformation matrix by the similar process.The similarity of the results confirms that the model in this study is scientific and effective,the conclusion of the study has universal reference significance for tobacco industry.Based on the data analysis of three tobacco enterprises,the main conclusions of this study are as followed:1.There are different interactions between different principal component indexes,when enterprises need to pursue the growth of a performance index,they only need to limit their resources to those training inputs that can positively influence the performance indicators.2.The three typical tobacco industrial enterprises has the same point in the analysis results:when the enterprise pursues the growth of productive performance,the basic factors input of training should be appropriately reduced,in order to strengthen the contribution of other input indicators which can produce positive impact on the enterprises performance growth.3.There are also some differences in the analysis results of the three typical tobacco industrial enterprises:the influence of financial factor input and training plan investment on the financial performance index is different.Because of the differences on development background,enterprise culture,location condition,it is understandable that the analysis result is different.It tells us that,for different enterprises,training investment needs to be the right remedy,we should formulate resource allocation program after sufficient analysis.4.Through the analysis and verification of ZY Company and HT Company,we know the research method and strategy in this paper is feasible,the analysis result can be obtained in a similar form under same conditions,it has a certain reference value for similar quantitative relation research.Generally,the possible innovation of this study lies in:1.This study chooses the repay on training investment which is most concerned by managers as focus point,and with the help of data analysis to explore the impact of various training inputs on enterprise performance.The results show that the different input factors have different effects on the performance growth,this effect can be clearly quantified by data in this study.2.In this study,we designed the human capital investment value transmission path at first.And then built the theoretical model on the basis of economic control theory and hierarchical evaluation theory.Finally,we analyzed data to draw the conclusion by the help of statistic theory,which is an effective combination of control theory,evaluation theory and statistical theory.3.Through the establishment of index system,data collection and analysis to clarify the relationship between training input and enterprise performance output,all the influence relation coefficients can help enterprise managers to find out the direction of optimizing the allocation of resources.First of all,the numbers between different factors reflect the positive and negative relations between the various indicators,so that managers can point to weaken the negative impact on the index of investment in the pursuit of a determined growth index.Secondly,the quantitative relationship reflects the strength of the relationship between the various indicators,in this way,according to the strength of the impact,combined with the pursuit of different performance objectives,we can improve the efficiency of input to output.4.Some of the research results in this article are different from those inherent idea,which is a very interesting discovery.The inherent idea is that capital input is very important for training,many early studies on training have directly equated training input with capital input.But the comprehensive analysis of this paper shows that financial input will have some negative impact on some performance indicators.This also shows that when we are pursuitting training effectiveness,"money is not everything".