Under the background of economic globalization, with the development of knowledge economy, human resources have become the key for enterprises to gain competitive advantage, and staff training is an important content of human resources development and management. The systematic training system makes the staff training work step into a systematic and standardized track. In the framework of training system, a complete employee training process will go through a series of procedures or steps, namely: employee training demand analysis, employee training plan formulation, employee training plan implementation and employee training effect evaluation.

Training evaluation is a systematic investigation on the training subject, training process and its actual effect by using scientific theories, methods and procedures. Training effect evaluation is the last link in the training process. It is an important means to revise, improve and improve the training work in organizational management, and it is also an indispensable part in the process of employee training. Training effect evaluation can not only evaluate the performance of training organizations, but also understand the training effect of students. Training effect evaluation can also be used as a basis for qualitative statistical analysis of training input and output benefits, and provide a basis for the investment and management of human capital in enterprises. Training evaluation can help decision makers make scientific decisions and make scientific choices among different training programs to ensure that the training programs achieve the established goals.

Although the training effect evaluation is located at the end of a training process, it does not begin after the training, but runs through the whole training system process, that is to say, what we do is not only the evaluation of the results, but also the evaluation of the whole training process.

Kirkpatrick model is widely used to evaluate the training effect. Each enterprise can adjust the evaluation content according to its own actual situation, refine and change it according to the actual situation of the enterprise, and then classify and evaluate it.

1. Response level: Here, we should understand the students' reaction to the training program, and summarize their views on training facilities, training methods, training contents and training teachers through their attitudes, emotions, viewpoints and interactions. In this process, methods such as questionnaire survey can be used, such as requiring students to fill in the student satisfaction questionnaire or the training course evaluation questionnaire, so as to grasp the students' subjective feelings about the training project.

Second, the knowledge level: this level of evaluation is mainly aimed at the learning situation of students' knowledge, skills and attitudes. Through paper or practical operation, we can know how much the trainees have improved some theoretical knowledge and practical skills involved in the training before and after learning. This evaluation of students' actual knowledge can directly test the training effect at this level.

Third, the behavioral level: this level evaluates the application of what students have learned in their work and the improvement of their behavior. In the evaluation, students' superiors and subordinates and colleagues can judge their application of what they have learned in their work, including their work attitude, work performance and their ability to analyze and solve practical problems. This level of evaluation can also be integrated with employees' personal self-evaluation, with special attention paid to the cooperation with their functional departments and human resources departments. This level of evaluation is very important, which directly reflects the significance and purpose of training. If the conclusion is negative, that is, employees have not had a positive impact on their behavior through training, we should adjust the training content from all aspects to make it closer to the actual work needs, and at the same time cooperate with other departments to create a good atmosphere for the application of training knowledge.

Fourth, the result level: what we want to evaluate here is the degree of benefit and efficiency improvement brought by training to the company. We should start from two angles, one is the improvement of employees' personal performance, the other is the improvement of organizational performance. It is necessary to comprehensively summarize the impact of employee training on employees and enterprises, and examine it through indicators such as accident rate, attendance rate, sales volume, profit rate, unit power consumption, and safe production cycle.

On the whole, although some data can be compared in the evaluation at the result level, due to various influencing factors, the evaluation and analysis at these four levels are often qualitative. Although there are some calculation formulas for quantitatively evaluating the economic benefits of employee training, it is found in the study that the parameters in these quantitative analysis methods fluctuate greatly, some data are unstable and difficult to collect and fix, and there are still some problems in actual operation, that is, the input-output measurement of employee training investment is special, and the training investment cost not only includes clear. Training output can not be evaluated simply by traditional economic accounting methods, it contains potential or development factors, as well as social factors. Therefore, it is necessary to combine quantitative analysis with qualitative analysis according to the actual situation of enterprises, so as to draw a scientific evaluation conclusion on the effect of all-staff training. Training evaluation must follow scientific procedures, otherwise the evaluation results are likely to lose objectivity. There are some things to pay attention to when conducting training evaluation, which will make the evaluation work less detours. First of all, training evaluation training should be consistent with strategic objectives and annual objectives, and even be an integral part of strategic objectives. Secondly, we should put the evaluation in the training process as much as possible, and appropriately reduce the repetition of post-evaluation and double the cost caused by repeated evaluation. Finally, the priority of evaluation should be determined according to the importance of training content to achieve training objectives. In short, the establishment of a scientific and perfect training evaluation system can timely understand the ideological changes of employees, improve work performance, make the formulation and implementation of training plans more in line with training needs, and comprehensively evaluate the effects of trainees at the reaction level, learning level, behavior level and result level, so as to truly realize the strategic objectives of enterprise human resources development and training.