A. Training efficiency evaluation

B. Training effect evaluation

C. Training benefit evaluation

D. Training effect evaluation

Training effect evaluation is divided into four levels:

The first level: evaluation of satisfaction. After the training, you can make an evaluation survey to evaluate the satisfaction of the students from the aspects of curriculum design, methods, ways and training teachers.

The second level: skill evaluation, which is also carried out after the training, evaluates the skills and knowledge mastered by the trainees. If it is the theoretical knowledge assessment of skill posts, it is also necessary to join the practical assessment to check its mastery. If it is a functional department, you can use the evaluation document basket for evaluation.

The third layer: behavior evaluation, which is usually carried out in three to six months of training, compares the behavior of employees with and without improvement.

The fourth level: the evaluation of the results, whether it has achieved the expected training effect, purpose and standard. It can be judged by some indicators, such as turnover rate, performance completion rate, scrap rate and so on.

Appraisal refers to the professional service behavior of appraisal institutions and their appraisal professionals to appraise and estimate real estate, movable property, intangible assets, enterprise value, asset loss or other economic rights and interests according to the entrustment, and issue appraisal reports.

In this kind of behavior, the actor expresses not a certain meaning, but a fact or situation, and the evaluation of the legal consequences of the behavior is based on legal provisions, not on the expression of the parties' will. The evaluation report is the conclusion of the evaluation behavior, not a civil legal act.