1, response evaluation: Assess students' satisfaction.
Response evaluation refers to students' impressions of training programs, including their views on lecturers and trainees, facilities, methods and contents, and their own gains. Response layer evaluation is mainly to collect students' responses to the effectiveness and usefulness of the training program by means of questionnaire survey at the end of the training program.
2. Learning evaluation: measuring the degree of learning acquisition of trainees.
Learning evaluation is the most common and commonly used evaluation method at present. It measures the trainees' understanding and mastery of training contents such as principles, skills and attitudes. The evaluation of learning layer can be investigated through written test, field operation and work simulation.
3. Behavior evaluation: To examine the trainees' knowledge application.
Behavior evaluation refers to a period of time after the training, when the trainees' superiors, colleagues, subordinates or customers observe whether their behaviors have changed before and after the training, and whether they have used the knowledge learned in the training at work. This level of evaluation can include students' subjective feelings, the comparison of behavior changes between subordinates and colleagues before and after training, and students' self-evaluation.
4. Achievement evaluation: calculate the economic benefits of training output.
The evaluation of the effect is to judge whether the training can bring concrete and direct contributions to the operating results of the enterprise, and this level of evaluation has risen to the height of the organization. The effect layer evaluation can be measured by a series of indicators, such as accident rate, productivity, employee turnover rate, defective product rate, employee morale, customer satisfaction and so on.
Technology and tools
The evaluation of training effect is a purposeful and conscious behavior, so the first thing we have to do is to decide what kind of technology and tools to use when carrying out training evaluation activities. As long as the evaluation techniques and tools are determined, resources can be allocated to develop evaluation tools, analyze information and evaluate the training effect.
With the help of Koch's evaluation model, we can determine effective evaluation techniques and tools. After a series of studies, Jim kirkpatrick strongly suggested that we should evaluate the effectiveness of training activities. Obviously, the efficiency and effectiveness of training evaluation activities can be guaranteed by constructing competency model and combining it with specific training projects or courses and performance management system.