Training effect evaluation is an indispensable link in enterprise training system, and it is also an important means to test training work. It can make training managers clear about the advantages and disadvantages of training items, contents and lecturer selection, understand the degree of realization of expected training objectives, and provide useful help for the formulation and implementation of later training plans and training items. In practice, our training evaluation mainly adopts Koch's four-level evaluation model (4R model for short):

1. Learning evaluation: measuring the learning gains (knowledge, skills, attitudes, behaviors, etc.) of students. ). It mainly adopts evaluation methods such as examination, on-site question and answer, simulation test and writing experience.

2. Behavior evaluation: It mainly examines the trainees' application of knowledge (changes and improvements in attitudes and behaviors after training). We generally verify it through behavior observation, monthly assessment (supervisor evaluation) and employee key event list. For the training of work mentality and management style, we usually arrange an action plan for behavior change at the end of the training, and then see the actual completion of the action plan.

3. response evaluation: Assess students' satisfaction (for lecturers, courses, training institutions, etc.). ). After each training, a feedback survey of training satisfaction will be conducted, mainly in the form of on-site questionnaires, which are carefully designed in advance and mainly cover several core survey contents, such as overall evaluation, training courses, lectures given by lecturers, training organization and rationalization suggestions. Of course, this is not the only means. We will also conduct supplementary investigation through on-the-spot observation of training atmosphere, feedback on training discipline and sampling interviews with employees.

4. Performance evaluation: measure the economic benefits brought by the training (the evaluation of the growth and change of the job performance created by the trainees in a certain period after the training). It is the final evaluation item, mainly through performance appraisal, and more is the comparative feedback of some quantitative data, such as quality, sales, cost, project efficiency, personnel promotion and training results.

In addition, after the annual training, we will also account for the changes in the return on investment in training throughout the year, and investigate the relationship between the increase in sales or profits and the increase in training hours and expenses, so as to measure the progress of our annual training work, especially to pay special attention to and account for the progress of new employees this year. Because, we feel that training has a great influence on the changes and results of new employees.

We can understand the evaluation method as soon as we see it, and we will learn it as soon as we learn it. It is difficult to make the evaluation results conform to the actual situation to the maximum extent. Professionally, we call it reliability and validity. The effective way to improve reliability and validity is to scientifically design the content, score and weight of evaluation and control the whole process of evaluation.