Since the subject wants the effect of 100%, I might as well make an optimal scene for the subject: I am a lecturer, you are an employee, and I will give you training 1V 1. The training theme is "Learning to use word documents to make a directory", and the class hour is 1 hour. Then the question is coming:
What is your training goal? What kind of effect do you want to achieve? What is the standard of 100%, 90% and 0?
What are the dimensions of your effectiveness evaluation? The lecturer's speech style? Teaching skills? Multimedia presentation? How prominent is the theme? Classroom control ability?
If the above problems are clear, then 90% or even more is possible. For example, there is only one standard I set for 100: after the lecture, students successfully make a catalogue according to the method shown by the lecturer. That is 100.
However, what if the training theme is "communication skills" or "emotion and stress management"? How to evaluate its effect is 100 or 90?
The quantification of training evaluation has always been a difficult point in the field of training. Professional theories such as searching for four reaction layers may be helpful to the subject. However, after nearly 10 years of training, I feel that more than 90 points are somewhat fake, and 100 points is absolutely impossible.