The purpose of training evaluation is:
1. Did the training work? Regardless of the training organization department or business department manager, the decision-making level of investment training should clearly answer this question. Otherwise, there will be blind investment behavior, which is not conducive to the development of enterprises. It is also not conducive to the person in charge of training to organize the establishment and approval of the next training project.
2. Another main reason is that, as the competent department of training, it should fully grasp and control the quality of training. For unqualified training, mistakes should be found and corrected in time. At the same time, summarize the highlights of success in the work, and make the training work better and better in line with the principle of continuously improving the quality of training.
3. Evaluation of participants' ability to accept and update knowledge, skills and attitudes, comprehensive quality and potential development ability.
Participants and managers involved in evaluation should be responsible for themselves, their colleagues, teachers and enterprises, correctly understand the importance of evaluation, and evaluate objectively and realistically.
However, there is no need to evaluate after all training. We believe that we should mainly assess the following situations:
1. Newly developed courses. Emphasis should be placed on training needs, curriculum design, application effect and so on.
2. New teacher courses. We should pay attention to teaching methods, quality and other comprehensive abilities.
3. New training methods. Emphasis should be placed on curriculum organization, teaching materials, curriculum design, application effect and so on.
4. Training conducted by external training companies. Emphasis should be placed on curriculum design, cost accounting, application effect and so on.
5. Training on problems and complaints. About the complaint.
In addition, before the assessment, the following issues should be comprehensively considered:
1. Is it worth evaluating in terms of time and workload?
2. What is the purpose of the evaluation?
3. What aspects of training should be evaluated?
4. Who will lead and participate in the evaluation?
5. How to obtain, collect, analyze and evaluate data and opinions?
6. How to report the evaluation results?
After the decision to evaluate the training is made, the evaluation can be started during the training period. At this time, the main method adopted is that the quality control department of the training institution or the management personnel of relevant departments attend classes in person, and observe the reaction of the trainees, the atmosphere of the training place and the explanation and organization level of the trainers on the spot. Although first-hand data and information can be obtained in this way, because the training is not over yet, unless special attention is paid to major training projects, in order to obtain complete data, the evaluation usually begins after the training is over.
The evaluation content mainly includes the evaluation of the training course itself and the evaluation of the training effect. According to the different evaluation time, there are two kinds of evaluation: the evaluation at the end of training and the evaluation after the trainees return to work for a period of time. Evaluation methods include filling in evaluation questionnaire, evaluation interview and case analysis.
Finally, the purpose of evaluation is to improve the training quality, improve the training effect and reduce the training cost. In view of the evaluation results, it is important to take corresponding corrective measures and keep tracking, rather than just completing the evaluation.