Enterprises have spent a lot of money on training, what effect has been achieved, and whether the investment value is worth it is the concern of business owners. Therefore, enterprises must establish a scientific and effective evaluation system to evaluate the training effect, so as to better avoid the blindness of training and be targeted. Enterprises can evaluate the training effect from the following five aspects: 1. Training demand analysis is the primary factor affecting the training effect and the guiding direction of training work. If there is deviation, it will directly affect the training effect, and even lead to "losing the whole game." Therefore, it is very necessary to reconfirm the training demand analysis after the training. No matter what you do, you must find the source of the matter, so as to find the root of the problem. I have met some human resource management practitioners who think that learning six modules well can do a good job in human resources. In fact, this is all wet. I think that to do a good job of human resources in enterprises systematically, we must "think about management with philosophy and interpret human nature with psychology", because philosophy and psychology are the sources of human resources management and enterprise management. Second, the preparation of training Before the training, did the enterprise carry out the necessary publicity and publicity, told the employees what benefits the training would bring to the enterprises and individuals, and told the employees what the training content was. In fact, the trainees' response to the training has already been shown when the enterprise conveys the training instructions, such as the trainees' views on the training content, lecturers and training ideas. However, because training is a system regulation of enterprises, they often don't express their true thoughts. In fact, students' real response to training comes from the preparation stage, so it is necessary to evaluate the preparation stage of training. Three. On-the-spot learning during the course, whether the students participate in the study according to the direction of enterprise guidance, and whether they are interested in the course content; What is the teaching level of the lecturer? What are the students' experiences and feelings? What knowledge the students have learned, etc. , all need to be evaluated by the training department. For example, at the end of the course, fill in the evaluation form; At the beginning of the training, let the trainees talk about what they want to learn. At the end of the training, let the trainees review their initial learning goals and discuss what they have learned. Take a quiz every time you finish a content to ensure that students master the content; Let students review their learning achievements and let them prove their learning achievements; After the training, write experience, write out what knowledge is useful to the work and what knowledge is useless to the work, and make improvement plans; Compare the performance of employees before and after training and so on. 4. Behavior "Ideas determine thinking, thinking determines behavior, and behavior determines habits". Behavior refers to an external performance activity produced by people under the guidance of ideas, thinking and other factors. I have always stressed that "thinking should be the core of training". A training class is not about how much the lecturer has said, nor is it about making the students too happy. This is about what inspiration the student gets from the training class and how he intends to apply these inspirations to his work and improve his work. The fundamental task of a lecturer is to interact with students, so that students can form their own thinking, so that students can fundamentally form their own thinking and change their behavior. Therefore, the evaluation of students' behavior must understand psychology, especially behavioral psychology, otherwise it is difficult to evaluate the training effect from the behavior. V. Training Effect Training effect is the result stage of training effect evaluation. According to the training follow-up plan, collect reports, data, work plans and students' experiences, classify, summarize and analyze them, such as training qualification rate, performance improvement rate and independent improvement rate, and then write an evaluation report and report it to the leaders for approval. The main body of training effect evaluation is people, and people have thoughts, which have certain diversity, complexity and predictability, so training effect evaluation is undoubtedly a very arduous task. People's change begins with ideas. What kind of ideas, what kind of thinking, what kind of thinking, what kind of behavior, what kind of habits. Therefore, enterprises should systematically think from the above five aspects, establish a training effect evaluation process in combination with the actual situation of enterprises, and constantly improve the training development management system to fundamentally improve the training effect.
That's it. You say the word Fu Huang 3 1. Am I right ~.
Hehehehehe, I still don't understand Baidu HI. Contact me.
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