The evaluation methods of training effect mainly include: questionnaire evaluation method. There is no uniform format for the evaluation questionnaire, and the questions are not fixed. Evaluators can design their own according to the evaluation purpose, requirements and key points.
360 degree evaluation. The core characteristics of 360-degree evaluation are: first, it is all-round and multi-angle, and the evaluator consists of superiors, colleagues, subordinates, customers and the appraisee himself; Second, the development effect can be dynamically checked; Third, attach importance to the concept of information feedback and two-way communication; The fourth is to reduce mistakes and seek truth from facts.
Interview method. Through interviews or group discussions, through face-to-face communication, sharing and mutual inspiration, unexpected results can often be achieved; Test method. In the process of training, students are tested before and after training, and can be compared and analyzed according to the evaluation results.
The role of pre-training evaluation: to ensure the scientific confirmation of training needs; Ensure the reasonable connection between the training plan and the actual demand; It is helpful to realize the rational allocation of training resources; Ensure the scientific measurement of training effect.
The role of evaluation in training: ensure that training activities are carried out as planned; Feedback of training implementation and adjustment of training plan; Process detection and evaluation are helpful to scientifically explain the actual effect of training. The function of training effect evaluation: the effect helps to establish the consciousness of result orientation; It is helpful to reverse the phenomenon of target dislocation and is an effective way to improve training quality.