The third and fourth evaluation criteria (behavior improvement and work effectiveness) mainly measure the extent to which trainees apply the training content in their work.
The first level is students' feedback.
That is, trainees, as participants in training, will form some feelings, attitudes and opinions during and after training, and their responses can be used as the basis for evaluating the training effect.
Students' response to training involves all aspects of training, such as whether the training objectives are reasonable, whether the training contents are practical, whether the training methods are appropriate, whether the teaching methods are effective, and whether the training teachers have the corresponding knowledge level.
Enterprises usually collect this information in the form of student feedback forms, and use statistical software to process and analyze the data.
Because the trainees' reaction to training is influenced by subjective factors, different trainees will have different evaluations on the same problem, so the training effect can be evaluated according to the reactions of most trainees.
The second level assessment is a post-training test.
Training is an activity of learning knowledge and skills. The level of knowledge and skills acquired by trainees through training can reflect the training effect.
In order to know the trainees' learning results, tests are usually conducted.
The third level evaluation is the change of employees' behavior after receiving training.
The purpose of enterprise training is to improve the practical ability of employees, so whether the knowledge and skills acquired by the trained employees can be applied to practical work and whether the transformation between learning results and practical application can be effectively realized is an important criterion for evaluating the training effect.
The evaluation of the work behavior of trained employees should be carried out 3~6 months after they return to work.
The work behavior variables evaluated include work attitude, standardization of work behavior, proficiency of operation skills, and ability to solve problems.
In the evaluation, first, judge whether the trainees' work behavior has changed, and then analyze whether this change is caused by training and the degree of change of trainees' work behavior.
The fourth evaluation is the return on investment of enterprise training, that is, the comparison between training and training cost.
Training costs usually include direct costs and indirect costs.
Benefit refers to the value obtained by the company from the training program.
Specific measures can include the improvement of labor productivity, product quality, product sales, cost reduction, accident reduction, profit growth and service quality improvement.
Through the overall impact of training on enterprise performance, the input-output analysis of enterprise training is carried out.