(1) Use the knowledge and skills test to evaluate the training effect. The employees who participated in the test did it twice in the same way at the beginning and end of the training, and compared the two tests.

(2) Use work attitude to investigate and evaluate the training effect. For employees participating in the training, at the beginning and end of the training, the attitude of the workers to the work was investigated in the same way.

(3) The investigators' suggestions for improving the training. At the end of the training, a questionnaire was sent to the trainees to solicit their opinions on the training. If employees can really put forward valuable improvement suggestions or other opinions, it means that employees have paid due attention to the training, and with a deeper understanding, it can be concluded that the training is effective. (4) Record the changes of participants during the training. During the training period, you can designate a number of personnel as observers, calmly observe the progress of the training and the trainees' response to the training work, and submit an observation report at the end of the training.

(5) Evaluate the effectiveness of training according to the report of the personnel responsible for training and assisting in training.

(6) Evaluate the training effect according to the trainees' training results.