First, it is relatively direct whether students really master the content of learning. General examinations, interviews and course case studies can completely evaluate students' knowledge mastery. However, the designer's requirements for the scoring mechanism and standard of test papers and case studies are scientific, and the reviewers must be experts who understand this related topic. In addition, because enterprise training is different from university education, it is difficult for students to practice cases with no practical business value, which requires the senior management team to either emphasize the importance of this learning or consider the necessary relevance in case design.

Second, satisfaction (

Satisfaction) Students' satisfaction with the overall curriculum design and teaching methods at the end of the course. This is only a small initial link, which can be solved by questionnaire. There are many factors that hinder its fairness: first, for the vast number of domestic students, everyone usually tends to be satisfied. Secondly, under the premise of excessive pursuit of teaching satisfaction, some course designs will pay too much attention to the interest of the course itself, and students feel that the course itself is perfectly taught, but it is not practical;

Third, performance improvement (

Performance) To what extent students use their knowledge to improve their own and organizational performance, we can generally apply the performance appraisal index system to examine the degree of performance changes of employees before and after training. Personally, I think it can be included in the normal performance appraisal procedure of the company. However, the problem that cannot be ignored is that the improvement of employees' performance in a period of time is not necessarily directly caused by training, because employees have more work content, more complicated ability requirements, changes in internal and external environment and resources, and independent learning of employees. Personally, it is necessary to implant statistical analysis methods, such as correlation analysis and linear regression, which can help us find the correlation between training and performance improvement.

Fourth, the degree of application (adoption) The degree to which students apply what they have learned to their work practice. This job requires the employee's line manager to have a clear understanding of the structure and content of the course itself, and to know that the employee has really applied the content taught in the training. Structured questionnaires or face-to-face interviews can help line managers filter their ideas and evaluate employees' knowledge application. In addition, regular experience sharing and exchange can also help the training department to understand the skill application level of employees. It is worth noting that in this link, it is actually necessary to re-examine students' understanding of knowledge, correct deviations, calibrate directions and eliminate misunderstandings.