1, reactivity evaluation

Mainly understand the students' subjective feelings or satisfaction with the training program. If the boss also takes part in the training, he can see the training scene at that time, what the trainees were like before and what they are like now. If you become enthusiastic and meticulous from the previous state of being lazy and listening to gobbledygook, it means that everyone has received emotional training. After the training, everyone can send out a questionnaire, such as how was the class and what did you get? The result is a response assessment.

2. Learning assessment

Through written test and other testing methods, we can see many useful knowledge points and skills needed by the post. After the training, the problems that the original employees were unclear and incomprehensible were also understood; Unprofessional places also pay more attention to details. For example, I didn't make slides before, but I did well after watching the training. This is the effect of training. Can't these training effects bring value to enterprises?

3. Behavior evaluation

Change the behavior of employees, evaluate the behavior changes of employees after training, and then show them to the boss. For example, after etiquette training, the phenomenon of talking loudly and answering the phone at the conference has become orderly and distinct.

4. Evaluation of results

This is the most important and accurate assessment. Accurately speaking, training will cause changes in business results, and these results are also the boss's greatest concern; Such as quality, quantity, safety, sales, cost and profit. Comparing the training results before training to see what kind of business effect will be produced in the end, such data is actually easy to obtain.