McDonald's, an international fast food giant, believes that in order to make talents more stable after training, the key is to combine training with personal development, help employees plan what positions they may reach in the next two years, and let him know how many people are needed for the above positions, how many people are there now, and how many positions can be promoted and supplemented. Make him feel that the future here is tangible. Through the analysis of relevant positions, determine the knowledge and ability needed for training. Take extensive training as investment rather than expenditure, attract talents through training, and improve the use effect of talents through training. Investment to improve the quality of employees will bring about the improvement of service quality, work efficiency and profit. At the same time, it has laid a foundation for employees' personal career development, which will undoubtedly increase the attractiveness of talents in all fields. Tourism enterprises must regard personnel training as a long-term activity, establish an effective training mechanism, and truly regard talents as the foundation of organizational development.

Under this contract, employability is a kind of commitment, and the maintenance of a good psychological contract between an organization and employees lies in the recognition of employees' pursuit by enterprises, which helps employees develop their careers to realize the value they pursue, among which training is an important way.

(1) Continuously improve the training content. The human resources department of tourism enterprises should first conduct training surveys to fully understand the diversity of employees' training needs. Combined with the actual needs of employees and the needs of employee career development planning, formulate relevant training plans and improve training content. On the basis of fully ensuring the employment needs of tourism enterprises, the reasonable training needs of hotel employees should be met as much as possible when conditions permit. Skills training should be targeted, effective and practical, and implemented in terms of personnel, time, content and effect. The time should not be too short, and the quality should be guaranteed. At the same time, we should pay special attention to cultivating employees' spiritual qualities, that is, spirit, concept, dedication, responsibility, sense of honor and sense of accomplishment.

(2) Adopt a variety of training methods, according to different training needs and training plans, and adopt different training methods to seek the best training effect. For example, we can cultivate the team spirit of employees by organizing field development training. Self-directed learning can be conducted for employees at different levels, especially those with self-improvement needs. Training materials and assessment methods are provided by enterprises. Give full play to the autonomy of employees, and the enterprise will organize the examination in a unified way. After passing the examination, a certificate of completion can be issued for the next level of study.

(3) Effectively evaluate the training results. Through interviews, we can find out whether the training has met the expectations of employees, understand the existing problems and achievements, and make positive improvements. From the management point of view, training should be controlled throughout. In the modern sense, the evaluation can not only end with the announcement of the training results, but also evaluate the whole training process. Its significance lies in evaluating and implementing every step of training, not just the last link of training activities.

With the development of social automation, informationization and intelligence, it is becoming more and more important for enterprises to strengthen staff training. However, in many enterprises, there is a phenomenon of neglecting employee training, which is mainly manifested as: insufficient attention to employee training and less investment; The training work lacks systematicness and standardization, and the training is blind; Personal development of employees cannot be considered in the training plan; The feedback mechanism of training effect is not perfect. To solve these problems, we must establish an effective incentive system; Rational use of training resources; Pay attention to the content of training; Pay attention to the use of new technologies to carry out training; Attach importance to the standardized construction of training.