1. Establish an incentive mechanism: the purpose of training is to improve the ability of employees. The establishment of incentive mechanism can not only avoid employees' slack attitude in training, improve employees' learning enthusiasm, but also create a benign competitive atmosphere among employees. Finally, training effect evaluation and performance appraisal can be combined to improve the work efficiency of human resources department.
2. Practice the training content repeatedly: Learning is a long-term process, and it is even longer to apply what you have learned to the actual process. The purpose of enterprise training is to enable employees to apply what they have learned to their work and bring value to the enterprise. Therefore, after completing the training course, employees should hone what they have learned in different forms, so that employees can continuously consolidate their knowledge and eventually form habits.
3. Maintain communication between departments: Many enterprises think that the evaluation of training effect is a matter for the human resources department, but in fact, the training department is also an important part in the evaluation process. It is precisely because many enterprises ignore the role of training departments in training effect evaluation that training effect evaluation cannot be implemented. After the training, the head of the training department should also undertake the monitoring of the training effect of the trainees and feed it back to the Human Resources Department; At the same time, the human resources department should keep effective communication with the personnel at all levels of the training department to understand their ideas in time.
4. Targeted selection of evaluation mode: The differences between enterprises make it impossible for the evaluation mode of training effect to be completely applicable to every enterprise, so the most suitable evaluation mode should be selected according to the enterprise's own situation.