Training evaluation Training evaluation is to use scientific theories, methods and procedures to collect data from training programs and link them with the needs and goals of the whole organization. The following are the contents of the training evaluation:

I. Purpose of Evaluation Before the implementation of the training project, human resource developers must clearly define the purpose of training evaluation. In most cases, the implementation of training evaluation is helpful to make a decision on the future of training projects, modify some parts of the training system, or modify the training projects as a whole to make them more in line with the needs of enterprises.

Second, evaluation methods: written test, practice test, observation method, questioning method, case test, etc.

① Pre-training evaluation ensures the scientificity of training demand confirmation; Ensure the reasonable connection between the training plan and the actual demand; It is helpful to realize the rational allocation of training resources; Ensure the scientific measurement of training effect.

(2) evaluation during training to ensure that training activities are carried out as planned; Feedback of training implementation and adjustment of training plan; Process detection and evaluation are helpful to scientifically explain the actual effect of training.

(3) The effect of effect evaluation helps to establish the consciousness of result orientation; It is helpful to reverse the phenomenon of target dislocation and is an effective way to improve training quality.

Third, the main content:

(1) reactive evaluation reactive evaluation is a first-class evaluation, that is, at the end of the course, to understand the students' subjective feelings and satisfaction with the training program.

(2) Learning evaluation is mainly to evaluate students' mastery of the depth and breadth of knowledge through training, including written evaluation, oral test and practical operation test.

(3) Behavior evaluation evaluates how much students' behavior has changed at work. Observation, supervisor's evaluation, customer's evaluation, colleague's evaluation and so on.

(4) The fourth level of result evaluation, the goal of which is to pay attention to the changes in business results caused by training projects. The most important evaluation content is to determine the net income of investment.