Enterprise training is an important means to improve the ability and performance of employees, but how to evaluate the effect of training and how to choose the right training consulting company are two major problems faced by enterprises. This paper analyzes the methods and indicators of training effect evaluation, as well as the role and value of consulting companies in the evaluation process from the perspective of the four-level evaluation model. At the same time, this paper also puts forward the criteria and suggestions for selecting training consulting companies to help enterprises find the most suitable partners for their needs.

Enterprise training is a kind of investment, its purpose is to improve the knowledge, skills, attitudes and behavior of employees, so as to improve the performance and satisfaction of employees, and then achieve the strategic objectives and competitive advantage of enterprises. However, corporate training is not a once-and-for-all thing. It needs to be continuously tracked and evaluated to test whether the training has achieved the expected results and whether it is necessary to adjust or improve. This involves the evaluation of the effectiveness of training.

Training effect evaluation refers to the systematic, scientific, objective and continuous measurement, analysis and evaluation of all aspects of training activities to determine whether the training is effective and how to improve the effectiveness of the training. Training effect evaluation can not only provide feedback information for enterprises, help enterprises optimize training plan, content, method and management, but also provide decision-making basis for enterprises, help enterprises measure the relationship between training input and output, and the contribution of training to the strategic objectives of enterprises.

At present, the most widely used in the world is the Kirkpatrick four-level evaluation model (Kirkpatrick Model), which was proposed by the American educator Donald Kirkpatrick (Donald L. Kirkpatrick) in 1959, which divides the training effect into four levels: reaction, learning, behavior and result. Specific as follows:

Reaction level: refers to the evaluation of the satisfaction, feelings and attitudes of the participants to the training activity itself. This level mainly collects feedback from participants on training objectives, content, methods, process, environment, organization, etc. through questionnaires, interviews or observations. This level of assessment can help companies understand the degree of acceptance and participation of trainees in training activities, as well as their interest and motivation to continue learning.

Learning level: refers to the assessment of the knowledge, skills and attitudes acquired by the participants in the training activities. This level examines the cognitive, skill, or emotional outcomes of participants through examinations, tests, demonstrations, or case studies. This level of assessment can help companies understand whether participants have mastered the knowledge, skills and attitudes required by the training, and whether they have achieved the learning objectives of the training.

Behavioral level: refers to the assessment of the extent to which the trainees apply the knowledge, skills and attitudes they have learned to their actual work at work. This level mainly collects data on the performance of trainees at work through observation, interviews, questionnaires or 360-degree feedback. This level of assessment can help companies understand whether the trainees can apply what they have learned to their work and whether they have changed their original work behaviors and habits.

Outcome level: refers to the assessment of the impact of training activities on the business objectives and performance indicators of the enterprise. This level is mainly through the collection and analysis of the enterprise's financial, production, sales, customers, employees and other aspects of the data, to measure the economic and social benefits of training activities for enterprises. This level of assessment can help enterprises to understand whether the training activities to solve the actual problems of enterprises, and whether to enhance the core competitiveness of enterprises.

Ke's four-level evaluation model is a progressive model, each level is based on the previous level, and each level has its own value and significance, can not simply think that the result level is the most important, while ignoring the other levels. At the same time, the four-level evaluation model is also a dynamic model, which needs to be carried out at all stages of the training activity, rather than a one-time evaluation after the training. Only in this way can we truly reflect the overall picture and effect of training activities.

Then, when evaluating the training effect, how should the enterprise choose the right consulting company? What role and value does the consulting company play in the training effect evaluation?

Consulting company is a professional, externalized, third-party service organization, which can provide professional, objective, scientific and systematic training effect evaluation services for enterprises. Consulting firms have the following main roles and values in the evaluation of training effectiveness:

Consulting firms can help companies develop reasonable, feasible and effective training effectiveness evaluation programs, including determining evaluation objectives, selecting evaluation methods, designing evaluation tools, and developing evaluation plans.

Consulting firms can help companies collect, organize, analyze and interpret data of various types and sources, including qualitative and quantitative data, internal and external data, subjective and objective data, and so on.

Consulting companies can help enterprises to prepare authoritative, professional and standardized training effect evaluation reports, including summarizing the evaluation results, putting forward evaluation conclusions, giving suggestions for improvement, etc.

Consulting companies can help enterprises to establish long-term effective training effect evaluation mechanisms and systems, including the establishment of evaluation standards, the establishment of evaluation databases, the establishment of evaluation feedback mechanisms.

Therefore, when choosing a consulting firm, companies should consider the following aspects:

Professional level and qualification of the consulting company: whether the consulting company has professional knowledge and experience in relevant fields, and whether it has qualification certificates and honorary certificates in relevant fields.

The service quality and reputation of the consulting company: whether the consulting company can complete the training effect evaluation project on time, quality and quantity, whether it can ensure the authenticity, accuracy and validity of the data, whether it can protect the privacy and interests of customers, and whether it can establish good communication and cooperation relationship with customers.

The service price and cost performance of the consulting company: whether the consulting company can provide reasonable, transparent and fair service quotation, whether it can make flexible adjustments according to the customer's needs and budget, whether it can provide customers with preferential or value-added services, and whether it can bring substantial returns to customers.

Service cases and customer evaluation of the consulting company: whether the consulting company has successfully provided similar training effect evaluation services for other enterprises, whether there are rich and diverse service cases and customer groups, and whether there are real and positive evaluation and feedback from customers.

In order to more specifically explain the role and value of consulting companies in training effect evaluation, this paper will introduce a specific case: the training effect evaluation service provided by Shangpu Consulting Company for a large automobile manufacturing enterprise.

Shangpu Consulting Company is a company specializing in corporate training consulting services. It has many years of industry experience and professional team to provide customized, comprehensive and efficient training consulting solutions for enterprises in all walks of life. Shangpu Consulting Company has rich practical experience and mature methodology in training effect evaluation, which can provide scientific, objective, systematic and continuous training effect evaluation services for enterprises.

A large automobile manufacturing enterprise is one of the important customers of Shangpu Consulting Company. In order to improve the technical level and innovation ability of employees, the enterprise has invested a lot of money and resources to carry out a series of technical training activities. However, the enterprise has not established an effective training effect evaluation mechanism, resulting in unable to accurately understand the actual effect of training activities for employees and enterprises. Therefore, the enterprise commissioned the Shangpu consulting company to provide training effect evaluation services.

According to the training objectives, contents, objects and time of the enterprise, Shangpu Consulting Company has formulated a detailed, comprehensive and reasonable training effect evaluation scheme. The program includes the following steps:

Step 1: Identify assessment objectives. Shangpu Consulting Company conducted in-depth communication with the company, clarified the expectations and requirements of both parties for the evaluation of training effects, and determined that the evaluation goal is to measure the technical level of employees, innovation ability, work performance, and the company's technological innovation and products. The impact of quality and market competitiveness.

Step 2: Select the evaluation method. Based on the evaluation objectives and data sources, Champ Consulting selected the evaluation method suitable for the project. Specifically include:

At the reaction level, the questionnaire survey method was used to collect the satisfaction, feelings and suggestions of the trainees for the training activities.

At the learning level, the test method is used to collect the test scores of the technical knowledge and skills of the trainees before and after the training.

At the behavioral level, observation and interview methods were used to collect the technical application and innovation performance of the trainees at work, as well as the evaluation of supervisors and colleagues.

At the result level, data analysis is used to collect data on technological innovation, product quality, market competitiveness, etc., as well as correlation analysis with training activities.

Step 3: Design an evaluation tool. According to the evaluation method and data requirements, the company has designed a set of scientific, effective and standardized evaluation tools. Specifically include:

At the reaction level, a feedback questionnaire including training objectives, content, methods, process, environment, organization, etc. is designed, using a five-point scale and open-ended questions to facilitate statistics and analysis.

At the learning level, a test containing the technical knowledge and skills involved in the training was designed in the form of multiple-choice and short-answer questions to facilitate scoring and comparison.

At the behavioral level, an observation table containing the technical application and innovation indicators required by the training, and an evaluation table containing supervisors and colleagues on the performance of the trainees were designed, using quantitative and descriptive forms to facilitate observation and interviews.

At the results level, a data sheet containing the enterprise's technological innovation, product quality, market competitiveness, etc., and a report template containing the correlation analysis between training activities and these data, in the form of data and charts, were designed to facilitate collection and analysis.

Step 4: Develop an assessment plan. Champ Consulting has developed a clear, feasible and effective assessment plan based on the timing of the assessment tools and data acquisition. Specifically include:

At the response level, a questionnaire survey will be conducted immediately after the training activity, and all trainees will be required to fill in and submit the questionnaire.

At the learning level, tests are arranged before and after the training activity, and all participating employees are required to participate and complete the tests.

At the behavioral level, observations and interviews were arranged within one month after the training event, and professionals from Champ Consulting were asked to conduct a random sample of some of the employees participating in the training and to interview their supervisors and colleagues.

At the result level, data collection and analysis are arranged within three months after the training activities, and the enterprise is required to provide relevant financial, production, sales, customer, employee and other data, and the correlation analysis is carried out by Shangpu Consulting Company.

Step 5: Perform the evaluation project. In accordance with the assessment plan, Champ Consulting organizes and coordinates the resources and personnel of all parties to implement the assessment project. Specifically include:

At the response level, questionnaires were issued and collected, and the questionnaire data were counted and analyzed.

At the learning level, tests are organized and supervised, and test scores are scored and compared.

At the behavioral level, arrange and implement observations and interviews, and organize and analyze the observation and interview data.

At the result level, collect and organize the relevant data of the enterprise, and analyze the correlation of the data.

Step 6: Prepare an assessment report. According to the evaluation data and analysis results, Shangpu Consulting Company has compiled an authoritative, professional and standardized training effect evaluation report. The report includes the following sections:

This paper introduces the background, objectives, methods, tools, plans and other basic information of the evaluation project.

Subject: According to the structure of the four-level evaluation model, the evaluation results, evaluation conclusions, evaluation recommendations, etc. are displayed and explained respectively.

Appendix: Provides detailed information and materials such as assessment tools, assessment data, assessment analysis, etc.

Summary: Summarize the main gains and significance of the evaluation project, as well as the enlightenment and suggestions for enterprises and Shangpu Consulting Company.

The training effect evaluation service provided by Shangpu Consulting Company for the enterprise has been highly recognized and praised by the enterprise. The company said that through the professional services of Shangpu Consulting, they not only understood the actual effect of technical training activities on employees and enterprises, but also found the problems and deficiencies of training activities, as well as the direction and methods to improve training activities. The company also stated that they will continue to maintain a good cooperative relationship with Shangpu Consulting to jointly improve the company's training level and effectiveness.

This article is a brief introduction of the training effect evaluation service provided by Shangpu Consulting Company for a large automobile manufacturing enterprise. Through this case, we can see that the consulting company has played a very important role and value in the evaluation of training effect. Consulting companies can not only provide professional, objective, scientific and systematic training effect evaluation services for enterprises, but also provide guidance and suggestions for enterprises to improve training activities. Therefore, choosing the right consulting company is the key to evaluate the effectiveness of effective training.