When evaluating the effect and benefit of a training plan or project, we can refer to the four standards put forward by Cocarpacher. There are four basic training results or benefits that can be measured:
1, students' response, that is, to evaluate students' views and opinions on the whole training process, whether they are satisfied with the training program, whether they like it or not, and whether they think it is valuable, including the degree of response to the training content, the level of lecturers and speakers, training methods, time schedule, environmental facilities and so on.
2. Knowledge standard. That is, the relevant working principles, technologies, skills, procedures, attitudes and behaviors acquired by employees through training and learning.
3. Standards of conduct. That is, the behavior change of trainees returning to work after training mainly refers to their behavior and work performance at work, which is usually a benign change.
4. results. That is, the impact of training activities on enterprises and working environment, as well as the return on investment of training. Including whether the customer's complaints to employees are reduced, whether the scrap rate is improved, whether the waste cost is reduced, whether the staff turnover is reduced, whether the employee satisfaction is improved, whether the labor productivity is improved, whether the sales volume is increased, whether the profit is increased, and so on.
These four standards can provide training information from different sides and levels, check training work and find problems in training work, which is not only a summary of training projects, but also an optimization direction for subsequent training programs.
The evaluation time is graded.
1. Pre-training evaluation is to evaluate the training before the training starts, and to examine the trainees' knowledge, ability and work attitude, which is the basis of training course design. Pre-training evaluation can ensure that the training content is organized reasonably, the training goes smoothly and the trainees are satisfied with the training.
2. Evaluation in training refers to the evaluation in the process of training implementation. Evaluation in training can control the effectiveness of training implementation.
3. Post-training evaluation is an important part of training evaluation, and it is the evaluation of the final effect of training. The main purpose is to understand the degree of realization of the expected training objectives.