2) Training demand analysis is the beginning of enterprise management training. The human resources department adopts various scientific and effective methods and technologies to investigate, communicate, identify and analyze the work objectives, knowledge, skills, skills, methods, attitudes and concepts of enterprise members. So as to determine the content of training. It is the premise of determining training objectives and making training plans, and it is also the basis of training evaluation.
2) Determine the purpose of training evaluation, that is, before the training is implemented, the human resources management department must make clear the purpose of training evaluation and adjust or revise it in combination with the information feedback during the training implementation. At the same time, it should be noted that the purpose of training evaluation will affect the method of data collection and the type of data collected.
3) Collecting data for training evaluation The evaluation of training effect can be divided into qualitative and quantitative aspects. So data collection is also carried out from these two aspects. Quantitative data includes equipment operation rate and product qualification rate, while qualitative data includes employee satisfaction and working atmosphere. Generally speaking, in training evaluation, enterprises use quantitative data more widely and convincingly.
2. Implementation of evaluation
1) determine the evaluation level. Training evaluation should be based on the principles of practicality, efficiency, effectiveness, objectivity and science. Enterprises should carry out various evaluations according to their own actual conditions. The general methods are as follows: First, conduct a first-level evaluation of all trainings; The second is to evaluate the training of knowledge or skills that the trainees are required to master; Three, three, four evaluation of the training period is long (more than 20 working days), the enterprise investment is large, aimed at solving key problems within the enterprise, the enterprise decision-making level pays more attention to or pays attention to, and the training effect is crucial to the development of the enterprise.
2) Determine the evaluation method Training evaluation can adopt immediate evaluation, mid-term evaluation and long-term evaluation according to time. Immediate evaluation is to evaluate immediately after the training; Mid-term and long-term evaluation is the training after the trainees return to work for a period of time. Different grades can use different evaluation methods, and the first-level evaluation can use questionnaires, questionnaires, test papers and other methods; The second level can be evaluated by sampling, key figures, examination papers, skill operation and method application. For the third layer, the performance appraisal method can be used, that is, the difference between the trainees and those who have never seen the trainees or the difference before and after the trainees participate in the training can be measured; The fourth layer can be evaluated by benefit (effect) evaluation method to calculate the economic benefits (results) brought by training. It can also be measured by examining indicators such as product qualification rate and equipment operation rate.
3) Collecting and analyzing the original data needed for the evaluation The collection and analysis of the original data is an important part of the training evaluation. Generally speaking, the first-level evaluation set includes training evaluation questionnaire, questionnaire and so on. The secondary evaluation set includes written test papers, skill or method operation assessment, etc. The third and fourth evaluation sets include employee satisfaction, product qualification rate, financial income, etc. After data collection, it is necessary to compare the data and make a scientific and objective analysis, so as to draw an evaluation conclusion.
3. Summary of assessment
1) to form an evaluation report. The evaluation report mainly consists of three parts. First, the general situation of the training project, including the name, time, place, participants, training cycle and training purpose of the training. The second is the training results of trainees, including qualified personnel, unqualified personnel, unqualified reason analysis and unqualified personnel disposal suggestions; The third is the evaluation results and disposal of training projects. Effective projects should be sublimated and retained, defective projects should be improved, and ineffective projects should be eliminated.
2) After the tracking feedback report is formed, it should be circulated and communicated in the enterprise in time. The report should be distributed to the trainees to let them know the effect of the training, so as to further improve their learning in their work; The second is the direct supervisor of the trainees, so that they can better understand the impact of training on employees; Third, the organizers and managers of training, including human resource managers, training supervisors and trainers. To provide them with reference or guidance in future training; The fourth is the decision-making level of the enterprise, so as to get reference information in the future enterprise training decision.
After the training report is circulated, the Human Resources Department should communicate with the circulated personnel in time, understand their opinions and suggestions on the report in time, and feed back the processing methods or results of the opinions and suggestions in time, so as to sublimate and retain effective projects, improve defective projects and eliminate invalid projects.