I went to an interview today and was asked by the interviewer what is the four-level evaluation model of training? Hehe, I was confused at that time. When I came back to Baidu Online, I found that this model is actually the same as the training evaluation I usually do, but the terminology used is different. I'm tired of it. Now I summarize the contents of the four-level evaluation model for training. At present, in any case, the training evaluation methods of many companies can basically find the shadow of four-level training evaluation. The four-level evaluation model of training is the four-level evaluation model of American Coriolis Company. In eight words, it means reaction (level 1), learning (level 2), behavior (level 3) and result (level 4).

The first level evaluation (response level evaluation) generally adopts the form of questionnaire survey, which allows students to evaluate and test their feelings and reactions to training. The content of the questionnaire is generally judged by scoring in five aspects: training materials, lecturer level, organization level, benefit degree and suggestions. Through these aspects, we can understand the students' feelings about all aspects of this training, and we can understand the students' most intuitive response to this training. Level 1 assessment is widely used in new employee training, open class training and various training programs. After the training, the evaluation report of training effect is formed by using the data of questionnaire survey, which is called training satisfaction in many companies. Training satisfaction is a relatively direct data for evaluating training courses.

The first-level evaluation method is a good means to obtain training effect information for training evaluation, which is fast and direct. However, in the process of questionnaire survey, students may have subjective factors about their teachers or courses, and the subjective factors will be relatively large; Moreover, because the training content has not been verified by actual work, there may be objective opinions on how to set the course content. Therefore, the first-level evaluation of training effect is only a relatively basic evaluation dimension, which is very important, but it should also be verified in practice. Second-level evaluation (learning evaluation): The first-level evaluation is to evaluate the training from the perspective of students' reaction, so as to know whether the students like the training course or not. Then, in order to know whether the trainees have mastered the training content and reached the basic requirements of training, we will adopt two-level assessment, and the most commonly used way is examination to test the trainees' mastery of training knowledge. This method is common in knowledge-based and experience-based training, similar to new employee training, product training, theoretical learning, case training and so on. In addition, in addition to the examination method, sometimes interviews are used, which is time-consuming, but sometimes they are conducted in groups. This method requires students to have a strong desire for expression, and some people with weak communication skills will suffer. The second evaluation method of general interview assessment, used in management training courses with a small number of people, will have better results and interview questions will be relatively open, so that the results will be more objective. ，T* ~4 d. G/ U* n4 u7 }！ O At the end of the training, the training will come to an end after the first and second training evaluations are completed. However, the purpose of training is to let trainees really master the training content and apply it to their work, so as to improve their work efficiency and level. Then, based on such a purpose, in order to practice the truth, the evaluation of the training effect also needs to find the results from the actual work of the trainees after training. This involves three-level and four-level evaluation.

Three-level training evaluation (behavior evaluation) is mainly to understand the behavior improvement of trainees through training. This action is usually carried out within 2-3 months after the training. It can be done through observation, testing and supervision by students and colleagues. In short, we need to answer a question: "Do people use the knowledge, skills and attitudes they have learned in their work?" Although the evaluation data at this stage is difficult to obtain, it is of great significance. Only when the training participants really apply what they have learned to their work can they achieve the purpose of training. Only in this way can we lay the foundation for new training. It should be noted that the evaluation at this stage can only be implemented after the students return to work, and this evaluation generally requires the participation of people who work with the participants, such as supervisors. This level of evaluation can include students' subjective feelings, the comparison of behavior changes between subordinates and colleagues before and after training, and students' self-evaluation.

In many enterprises, this three-level evaluation is relatively weak, but this link is very important, otherwise it is likely to make training a mere formality. Many times, it is necessary to establish a good relationship between human resources departments and functional departments in order to continuously obtain employee behavior information, and even introduce the assessment mechanism into it to promote students' awareness of not only improving their skills.

Level 4 training evaluation (result/performance evaluation) After training for half a year or one year, learn about the performance of the trainees and see if the trainees have improved because of the training performance. This is a more general method. The evaluation of the results is mainly to understand the effect of training from a big level. Does the change of students' behavior have an impact on the organization? Is the impact positive or negative? Does the organization run more smoothly and better because of training? Did the training bring more economic benefits? For example, human resource developers can analyze and compare the accident rate and the extent to which the decline in accident rate is attributed to training, so as to determine the contribution of training to the whole organization.

The evaluation of results is easy to get by knowing the proficiency of operation in operation positions, but it is more difficult to evaluate management positions. The main reasons why it is difficult to evaluate the behavior and results of management and leadership are: 1, and the evaluation period is long; 2. The evaluation scale (evaluation model) is not easy to design; 3. There are many influencing factors in the assessment, which is not easy to accept; Especially in the evaluation of grades, there are many factors that affect students' grades, such as students' efforts, incentives, company policies, market changes and so on. And many factors sometimes make that person unacceptable.

Sometimes, the results of the four-level evaluation of training are completely contradictory to the results of the first-level evaluation. This is one of the reasons why many trainers are afraid of third-party satisfaction surveys. Because there is a lot of training, the atmosphere may be good during the training, and the students are very satisfied and enjoy the process. However, after the training, they found that there were not many things they could use, and the materials that really benefited from the training were insufficient, so there would be a poor four-level evaluation; There is also some training. Because the lecturer's teaching skills are too tight or the training pressure is too great, the first-level evaluation given by the students is very general, but at work, the students find that many contents of the training are used in the work, which is helpful for the promotion of the work, but the effect of the fourth-level evaluation is very good. So based on this, it is very important when choosing courses and lecturers. The above is the content of the four-level evaluation of training. The implementation of the evaluation method is from easy to difficult, and the time and cost consumed are also from low to high. A training course should be made into a high-quality product. In fact, this process is constantly circulating, and improvements are constantly found in the cycle.