Why do you say that? Because training is just answering questions, and the evaluation of training effect is the digestion and application of knowledge; All training programs, no matter how high the instructor's level is and how the course content meets the needs of enterprises and employees, will be "fleeting" if there is no training effect evaluation to consolidate and promote the later stage of training, that is, to confirm the actions and achievements, that is, as the saying goes, "being excited in class and forgetting after class".

Second, the application of training effect evaluation method

Every enterprise has its own unique cultural environment and characteristics, different leadership styles and different positions of human resources departments in enterprises. Therefore, the method of training effect evaluation can only be implemented in an appropriate way in combination with the actual situation of enterprises. There are no universally applicable methods and guidelines.

Third, the innovation of training effect evaluation?

There are three points to be innovated in the evaluation of training effect: first, it is necessary to be hard to strike while the iron is hot; Human resources department is responsible for training organization and training effect evaluation. If the human resources department itself shows weakness in training effect evaluation, then how to carry out training effect evaluation is out of the question. Second, communication between departments is the key; Because training is the training of all employees, it fundamentally determines that all training projects can not be separated from the support and cooperation of various departments, especially the support and cooperation of people at this important level, and it is very important to evaluate the training effect through communication with department managers, that is, to do a good job of "relationship". Third, the support of business leaders;