People or organizations want to train because they hope that training can improve their knowledge, skills and various behavioral effects. No one is training for the sake of training, but more often, especially from the organizational level, the effect of training often stops at training. Since the formation of systematic training, we certainly want to thank people like Donald Kiel Patrick and Jack. As a pioneer in the field of training like jack phillips, we now understand that training evaluation is far more than just a "smile table" after training. For example, "Do you like the food here?" Draw a smiling face if you like, thus completing the training evaluation at that time.

Training evaluation refers to the evaluation of training items, training processes and effects through certain ways and methods according to training plans and training objectives. According to the evaluation time, it can be divided into pre-training evaluation, in-training evaluation and post-training evaluation. Pre-training evaluation refers to the investigation of trainees' knowledge, ability and working attitude before training as the basis for determining trainers and making training plans; Evaluation in training can control the effectiveness of training implementation; Post-training evaluation is the most important part of the final effect evaluation of training. Training evaluation is not only students' subjective response to training quality, but also a means to test students' academic performance and behavior changes. The evaluation results will be applied to the next training design, so as to make the staff training more effective and improve the management level of the enterprise. This passage is taken from China Training Network, hoping to help the topic owner.