First, the course evaluation form after training can be used as a reference, but it does not need special attention.
Generally speaking, most students are very emotional. As long as the lecturer pleases the students with novel and interesting game activities at the beginning and end of the course, or persuades the students with difficult knowledge, the students generally do not think carefully about what they have learned from the course when filling out the course evaluation form after the training, but often evaluate the superficial impression of the training. Faced with such evaluation results, it is obviously difficult for us to really understand how the trainees' knowledge, skills and attitudes have improved compared with those before training.
In addition, the design of the course evaluation form will also have a great impact on the evaluation results. Students are generally unwilling to spend too much time filling out the evaluation form with too complicated evaluation criteria, which is often perfunctory. But if the evaluation criteria are too simple, you can't get the desired results. Therefore, the course evaluation form after training can be used as a reference, but it does not need special attention.
Second, the questionnaire-based training evaluation is carried out in stages.
Training evaluation is conducted by questionnaire, which is divided into two types: knowledge-based and non-knowledge-based; Attitude problems and behavior problems. Before and after training, trainees and their supervisors should fill in this form.
1。 Attitude problem (KA questionnaire for short)
KA questionnaire is a questionnaire to investigate students' knowledge and attitude before and after training. Designed by the instructor according to the course content, it generally consists of 40 to 50 questions, and each course unit corresponds to about 5 questions. These problems usually take the following structure:
Knowledge questionnaire: I+know/understand/understand/know+question content.
Attitude Questionnaire: I+Thinking/Feeling+Question Content
KA questionnaire is filled in by students before training, collected by the training department and handed over to the lecturer as the basis for students' pre-school understanding and evaluation. After the training, students must fill in the KA questionnaire with the same content again.
2. Behavior problems (referred to as BP questionnaire)
BP questionnaire is a questionnaire to investigate students' behavior before and after training. There are mainly two kinds, one is the problem of self-behavior, referred to as BP-S questionnaire. Another kind of behavior problem for boss, called BP-B questionnaire, is filled out by the student's direct supervisor. The questionnaire is also designed by the lecturer according to the content of the course. Generally, there are 40 to 50 questions, and each course unit corresponds to about 5 questions. Generally, the following structure is adopted:
I+can/can/can+ question content.
Among them, BP-S questionnaire and BP-B questionnaire were filled out by trainees and their immediate supervisors before training. Moreover, after three months of training, the trainees and the immediate supervisor will fill it out again.
The person in charge of the training department needs to summarize the scores of KA questionnaire, BP-S questionnaire and BP-B questionnaire filled out by the trainees before and after the training according to the course unit. Generally, five questions in one unit are summarized into a total score, and then compared in the following ways:
-compare the summary scores of the same unit in the KA questionnaire filled out by the trainees before and after the training;
-Cross-check the summary scores of each unit in KA questionnaire and BP-S questionnaire filled in before training;
-Compare the BP-S questionnaire filled in by trainees before training with the summary score of the same unit in the BP-S questionnaire filled in three months after training;
-Compare the BP-B questionnaire filled in by the trainees' direct supervisor before the training with the summary score of the same unit in the BP-B questionnaire filled in three months after the training.
According to the comparison results, we can quantitatively measure the different degrees of knowledge, attitude and behavior of trainees before and after training, and can also effectively measure whether the performance of trainees has improved after training.
For example, the trainees got 5 points in the BP-S questionnaire before training, 8 points in the BP-S questionnaire after training, 3 points in the BP-B questionnaire before training and 4 points in the BP-B questionnaire filled in three months after training. It can be seen that although the trainees feel good about the behavior improvement after training, from the evaluation of their immediate supervisor, the employee's authorization ability has not been significantly improved, which proves that the training has not achieved good results.
Draw a line chart according to the total evaluation score of each unit in the above pairwise comparison questionnaire, and make an intuitive comparison through graphics, as shown in the following figure:
As can be seen from the above figure, through training, students' knowledge and attitude in communication and coordination, organization and management principles have been greatly improved, but training has little help to students in basic management cognition, planning and implementation.
BP-S questionnaire and BP-B questionnaire can be organically combined with performance management. The contents of the questionnaire can be determined by the supervisor and the assessed, such as personal knowledge, attitude, ability and performance improvement goals, and can be formulated in combination with the course content.
The above training effect evaluation method has the advantages of being systematic, accurate, quantitative and intuitive, but it needs the close cooperation of the trainees and their direct supervisors. At the same time, the questionnaire needs to be compiled by the lecturer who is most familiar with the course, and also needs to refer to the detailed information of the company's training needs survey and performance management, which takes a long time and has a heavy workload.
Three to six months after the training.
During the training, each student needs to give a detailed introduction to his/her action plan, specific actions and action results after the last training, and the lecturer will make comments separately and make written records. In this way, it is necessary to choose key courses with strong practicability. The advantage is that you can clearly know the practical help of training to students' work and where it is difficult to play a role, and you can also promote students through the comments of lecturers. The disadvantage is that it is actually equivalent to holding another training, and the direct and opportunity costs are higher.