1, cognitive performance. It can be used to measure the trainees' familiarity with the principles, facts, techniques, procedures or processes emphasized in the training plan. Cognitive performance is used to measure what trainees have learned from training, and is generally used to evaluate cognitive performance in written tests.

2. Skill achievement. It is used to evaluate the level of technical or sports skills and behaviors, including the acquisition and learning of skills and the application of skills in work.

3. Emotional achievements. Including attitude and motivation.

4. Performance results. Used to determine the cost of company training plan.

5. Return on investment. Refers to the comparison of monetary benefits and training costs of training. Training costs include direct costs and indirect costs, and income supports the value that the company obtains from the training plan.

kind

(1) Training timeliness information.

Training timeliness information refers to whether the implementation of training corresponds to the demand in time.

(2) Information on whether the training purpose is reasonable.

The purpose of training comes from training demand analysis. When setting the training purpose, did you really conduct a comprehensive and detailed study on the training needs, that is, did the setting of the training purpose really meet the training needs?

(3) Training content setting information

If the training content is set reasonably, it is possible to achieve the training purpose, otherwise it will get twice the result with half the effort.

(4) Information of textbook selection.