The effect of enterprise training is reflected in the training process and follow-up, so that students, trained enterprises and lecturers can clearly understand. Only in this way can the training effect be comprehensively evaluated. Enterprises pay attention to the evaluation of training effect, and they spend real money on training. Of course, they want to know whether the investment is worthwhile and whether the output meets the company's goals. The purpose of training evaluation is to make training more effective and prove that the investment in training is worthwhile. So, how to evaluate the training effect?

The author believes that it can be reflected in the following eight aspects:

First, the evaluation of training effect can be reflected in the training class.

In the process of teaching the course, the training lecturer can use the interactive teaching method to ask questions to the students and explain his own views; Secondly, ask questions to see how much knowledge the students have absorbed and whether they can use the theoretical knowledge they have learned. Finally, let the trainees express their opinions by asking questions, and then ask the boss if he has the same opinion about himself.

Second, the training effect evaluation can be reflected in the training survey feedback form.

After the course training, enterprises often send out a training survey feedback form, through which the training effect can be evaluated. The main contents of the training survey feedback form:

1. Summary of training contents: including training institutions, trainers and training contents. ——。

2. Comments on this course:

2. 1, textbook content:

2. 1. 1. Is the content of the textbook helpful for future work?

A, very helpful; B, helpful; C, slightly helpful; D, there is no help.

2. 1.2. Is the content of the textbook clear and easy to absorb?

A, it's quite easy; B, easy; C, ordinary; D, not easy.

2.2, lecturer teaching mode:

2.2. 1. What is the professional ability of the lecturer?

A, very good; B, good; C, ordinary; D, poor.

2.2.2. What are the skills and presentation skills of the lecturer?

A, very good; B, good; C, ordinary; D, poor.

2.2.3. What is the teaching experience of the lecturer?

A, very good; B, good; C, ordinary; D, poor.

2.2.4. How does the lecturer master the atmosphere?

A, very good; B, good; C, ordinary; D, poor.

3. Training organizers:

3. 1. Do you think the time, class hours and place of this course are suitable?

A, it is very suitable; B, suitable; C, fairness; D, you are suitable.

4. Overall, how satisfied are you with attending this training course?

A, very satisfied; B, satisfied; C, ordinary; D, dissatisfied; D, very dissatisfied.

5. Do you know any other training institutions (or lecturers) that speak this training program better? Please let us know.

Third, the training effect evaluation can be reflected in the "experience report"

Each trainee should write an "experience report" within one week. Contents of "Experience Report":

1. What points have you learned in this training? Why?

2. How to effectively introduce the training content into the company's current operation? (Please put forward specific practices and action plans)

2. 1, when importing, the company should cooperate with suggestions to change key points (personnel, equipment, processes, management methods, etc.). ).

2.2. After importing, evaluate the tangible and intangible benefits.

2.3. What is the incompetence (or inapplicability) of the company's current knowledge? Why?

The "experience report" written by the trainees should be reviewed by the superiors and followed up by the superiors.

Fourth, the evaluation of training effect can be reflected from the test paper.

Participants in the training must take the exam, and all the papers are based on the actual situation.

For example, "incentive mechanism", my topic is: how do you use incentive mechanism to motivate your subordinates at work?

When talking about how to become a qualified supervisor, the question is: As a supervisor, how do you evaluate your subordinates?

When it comes to psychological adjustment, the question is: What do you do when your subordinates don't cooperate with your work?

When talking about "cost management", the topic is: What do you think your department can do to save costs and expenses?

Those who fail the exam will be punished and make up the exam; Reward those who do well in the exam. Conduct an open-book exam and hand it over to the training organizer within two weeks.

Fifth, the training effect can be reflected in the book club.

After each training, each course will have a one-month reading meeting. The reading club takes 8- 12 people as a group, and selects a group leader to be responsible for the' learning discussion' of this group. None of the trainees need some ideas and try to publish them in the group.

Six, the training effect can be reflected in the summary report.

According to the experience report, test paper, training survey feedback form and reading club experience, the training organizer writes the training summary report. The main contents of the training summary report:

1. What is the training course?

2. Who are the trainees?

3. What is the occupancy rate?

4. What is the test question?

5. What's the score of the test paper?

6. What is the feedback and evaluation of the trainees?

7. What questions did the participants ask?

Questions raised by trainees, such as those raised in March 20 12:

7. 1, the company has not implemented the content it has learned enough;

7.2. It is suggested to invite external PCB professionals to train PCB professional skills, ask questions, analyze and improve;

7.3, the company has no stable technical personnel, should reduce overtime, control brain drain;

7.4. More training opportunities are needed to comprehensively improve the management concept of the management;

7.5. Cost Management The establishment of a cost management system has attracted the attention of the company's top management.

Seven, the training effect can be reflected in the "experience sharing report".

Training organizers and lecturers will study the courses they have learned together in February, and hold an "experience sharing report meeting" to invite senior management of the company to attend to show their attention, and at the same time, they can intuitively evaluate each student's knowledge and attitude. Experience sharing report, which is required for each student and lasts for 5- 10 minutes. What to convey: How to integrate what you have learned into your work after attending the training, what are the difficulties and what can't be solved? What changes have taken place after joining the work, the improvement of work performance, etc.

Eight, the training effect can be reflected in the attitude and performance of future work.

After the evaluation of the above links, each student has a certain feeling. The company will know and master the work attitude and performance of the students and evaluate them. Incorporate the assessment content after training into the annual assessment to encourage students to keep learning and improving.

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