Answer: (1) Training effectiveness refers to why training works and the degree to which training achieves the goal. For organizations, the effectiveness of training means the increase of organizational profits, the reduction of costs and the expansion of market share; For individuals, the effectiveness of training refers to the improvement of professional quality, the growth of knowledge and the improvement of skills. Training effect evaluation refers to the systematic collection of necessary descriptive and judgmental information to help make decisions on selecting, using and modifying training plans.

(2) Training effect evaluation should start from the training objectives. According to the training objectives, the expected training results can be determined. In order to measure the expected training effect, it is necessary to establish the evaluation index of training effect.

(3) Training evaluation is the last link of a complete training process, which not only evaluates and summarizes the implementation effect of the whole training activities, but also provides important information for the training needs of future training activities. In management practice, many managers think that training has certain value, but they don't think that training will improve the performance of the organization, or the effect after training can't be evaluated correctly. Therefore, training is usually regarded as an activity that costs money but can't perceive the effect. To make people realize the importance of training, we must correctly evaluate the effectiveness of internal training in enterprises.