First of all, we should consider whether the training goal has been achieved. The goal of training is usually clear, such as improving the skill level of employees and increasing sales. When evaluating the training effect, it is necessary to make quantitative or qualitative evaluation according to these objectives. If the goal is achieved, the training effect will be better, otherwise, it is necessary to analyze the reasons and make improvements.
Secondly, we should consider the feedback from employees. The effect of training not only refers to the improvement of employees' skill level, but also needs to consider employees' feedback on training. If employees are satisfied with the training contents, methods and teachers, the training effect is better.
Finally, the practical application effect should be considered. The ultimate goal of training effect evaluation is to see whether the training has really produced practical application effects. If the employee's job performance is significantly improved and the company's performance is also improved after training, then it can be considered that the training effect is better.
Therefore, many aspects need to be considered in evaluating the training effect of the company. Only by comprehensively considering the achievement of training objectives, employee feedback and practical application effect can we make a more objective and comprehensive evaluation. At the same time, we should also pay attention to finding problems in time in the evaluation process so as to take improvement measures in time.