At present, a four-level evaluation system is widely used in the world. He includes: 1, evaluation of reaction level. It is a superficial evaluation, which is generally reflected in the form of employee training questionnaire after training. 2. Assessment of learning level. It is generally manifested in the evaluation of training contents such as examination methods. 3. Behavior level evaluation. Employees' superiors, subordinates or colleagues investigate and evaluate whether employees reflect the training content in their work. But this level is more difficult to quantify. 4. Benefit level evaluation. Refers to the evaluation of the impact of training on the company's efficiency. Because there are too many variables involved in the influencing factors of the company's benefit, such as macro-environment, internal personnel flow, strategic management, competitors, off-season and peak season, and even weather, it is difficult to make a direct online quantitative evaluation of training and performance. At present, no enterprise or management consulting organization in the world can make a complete quantitative evaluation of training. Generally speaking, it can only be done at level one and level two, level three is done by someone, and level four is difficult to do. If you are interested in academics and can publish effective and powerful academic papers on the relationship between training and performance, then you can definitely go to SCI-level publications. I wonder if you are satisfied?