1. Training evaluation: according to the purpose and requirements of training, enterprises use certain evaluation indicators and methods to check and evaluate the training effect in the process of personnel training. ?
2. Sampling evaluation method: that is, sampling survey, which analyzes the effect of training and teaching activities in some places or individuals according to the evaluated projects. ?
3. Investigation and evaluation method: the evaluation subject goes deep into the training practice, investigates the leaders, managers, tutors and trainees who participated in the training, or refers to the relevant summaries and reports of training institutions, listens to the reflections of management departments and the masses, and obtains information and evidence that can be used as the basis for evaluation. ?
4. Quantitative evaluation method: an evaluation method that collects, sorts out and analyzes the relationship between the weight of training function, the depth of influence, the size of scope, the degree of understanding of the evaluation object and behavior performance, and finally draws a conclusion. ?
5. Qualitative evaluation method: Qualitative evaluation method is a method to analyze and synthesize training activities and trainees' performance, analyze the root causes of their mistakes, find problems, analyze reasons, summarize successful experiences, and finally make a conclusive evaluation. ?
6. Single evaluation method: focus on or concentrate on one aspect to analyze and judge the evaluation object. For example, the evaluation of a student's academic performance, ideological and moral quality and certain ability.
Training background.
My general education can only provide some basic professional knowledge and low-level skills; In the face of the development of large enterprises, it is necessary to carry out many skills training to make employees gradually adapt to the requirements of the continuous development of enterprises. Therefore, in order to improve labor productivity and personal satisfaction with work, and directly and effectively serve the production and operation of the organization, the organization constantly adopts various methods to carry out education and training investment activities for all kinds of personnel of the organization.
Schultz, an American economist and Nobel laureate in economics, found that all the reasons for the increase in productivity could not be explained only from the perspective of natural resources, material capital and labor. As the transformation of capital and wealth, man is the decisive reason for social progress in form, knowledge and ability. However, its acquisition is not cost-free, and it can only be formed through investment, and organizational training is an important form of such investment.