一、企业培训效果评估的意义

企业培训是指企业为了提高员工的知识、技能、态度和行为，而采取的有计划、有组织、有目标的教育活动。企业培训可以帮助员工适应岗位要求，提升工作能力和绩效，增强职业发展和职业满意度，促进企业文化建设和组织变革，提高企业竞争力和市场占有率。

然而，企业培训也需要投入大量的时间、金钱和人力资源，而且往往难以得到明显和直接的回报。根据美国培训杂志（Training Magazine) statistics,2019U.S. businesses spent a total831billion dollars in employee training, but only8%of enterprises have conducted a comprehensive assessment of the effectiveness of the training, and there are40%The company did not conduct any kind of evaluation at all. This means that most companies cannot accurately understand whether the training has achieved the expected goals, whether it has improved the performance of employees, whether it has improved the performance of the organization, and whether it has created sufficient value.

Therefore, it is very necessary and important to evaluate the effect of enterprise training. Through the evaluation, we can test whether the training meets the needs of employees and the organization, whether it effectively imparts knowledge and skills, whether it promotes the behavior change and ability improvement of employees, and whether it affects the realization of the organization's goals and profit growth. Through the evaluation, the problems and deficiencies in the training process can be found, adjusted and improved in time, and the quality and efficiency of training can be improved. Through evaluation, we can compare the different effects of different types, methods and contents of training on employees and organizations, and provide a basis for developing more reasonable and effective training plans and strategies in the future. Through the evaluation, the ratio between the benefits and costs of training can be calculated, that is, the return on investment (ROI），为决策者提供更客观和量化的数据支持。

Methods and Steps of Evaluating the Training Effect of 2. Enterprises

There are many methods and steps to evaluate the effectiveness of enterprise training, of which the most widely used and recognized is the Kirklov four-level evaluation model (Kirkpatrick Model), by Donald, a professor at the University of Wisconsin, USA·柯克帕特里克（Donald L. Kirkpatrick) in1959The training effect was evaluated from the four levels of response, learning, behavior and results. The basic idea of the model is: the evaluation of training effect should be from low to high, from simple to complex, from easy to difficult, from direct to indirect, step by step, each layer is the basis and premise of the previous layer, but also the goal and motivation of the next layer.

Level 1: Assessment at the response level. This level mainly evaluates the satisfaction and feelings of the trainees to the training activities, including the feedback on the training content, method, process, environment, lecturer, etc. This level of evaluation can be conducted through questionnaires, interviews, group discussions, etc., and is generally conducted immediately after the training to ensure the authenticity and timeliness of the data. This level of evaluation can help trainers understand the advantages and disadvantages of training activities, make timely improvements and adjustments, and improve the quality and efficiency of training. However, this level of evaluation can only reflect the subjective feelings of the participants, and can not directly measure whether the training has achieved the expected goal, whether it has improved the ability and performance of the participants.

Level 2: Assessment at the learning level. This level assesses the knowledge, skills and attitudes learned by participants in the training activity, as well as the degree of understanding and mastery of the training objectives. This level of assessment can be carried out through examinations, tests, demonstrations, case studies, etc., usually after or during the training to ensure the validity and accuracy of the data. This level of assessment can help trainers understand whether the participants have really learned something, whether they have the required competencies, and whether they need to be further consolidated or supplemented. However, this level of evaluation can only reflect the level of participants in the training scene, and can not guarantee that the participants can apply what they have learned to the actual work.

Level 3: Assessment at the behavioral level. This level mainly evaluates whether the trainees apply the knowledge, skills and attitudes they have learned to practical work after training, and whether they have produced behavioral changes and improved abilities. This level of assessment can be carried out through observation, supervision, recording, feedback, etc., generally within a period of time after training to ensure the reliability and relevance of the data. This level of assessment can help trainers understand whether the training has really worked and whether it has promoted the participator's work performance and organizational efficiency and climate. However, this level of evaluation is also the most difficult one, because it is necessary to exclude the interference of other factors, accurately measure the contribution of training to the results, and also consider the ratio of costs and benefits.

Although the methods and steps of enterprise training effect evaluation have certain theoretical guidance, they should be flexibly adjusted according to the specific situation in actual operation. Different training objectives, content, objects, time, etc. will affect the design and implementation of the assessment. Therefore, corporate trainers should have a clear evaluation purpose, select appropriate evaluation tools, collect effective evaluation data, analyze evaluation results, and make training improvements based on evaluation feedback.

Let's take Shangpu Consulting as an example to introduce how it evaluates the effectiveness of corporate training.

商普咨询公司是一家专业从事企业管理咨询和培训服务的公司，拥有多年的行业经验和优秀的师资团队。商普咨询公司为客户提供定制化的培训解决方案，涵盖战略管理、领导力、团队建设、沟通技巧、创新思维等多个领域。商普咨询公司注重培训效果评估，采用了以下几个步骤：

Step 1: Communicate with customers to determine training needs and objectives. After receiving the training needs of customers, Shangpu Consulting Company will arrange professional consultants to communicate with customers in depth, understand the background, problems, expectations and other information of customers, clarify the objectives and scope of training, and formulate appropriate training programs and budgets.

第二步：设计培训课程和评估方案。商普咨询公司根据客户的培训需求和目标，设计出符合客户特点和水平的培训课程，包括课程内容、方法、过程、时间等。同时，商普咨询公司也会设计出相应的评估方案，包括评估指标、方法、工具、时间等。

Step 3: Implementation of training courses and assessment activities. According to the training courses and evaluation programs, Shangpu Consulting will arrange suitable trainers to provide high-quality training services for customers, and conduct evaluation activities at all levels during or after the training process, such as questionnaires, tests, observations, interviews, etc.

第四步：分析评估数据和撰写评估报告。商普咨询公司会对收集到的评估数据进行整理和分析，运用统计方法和图表形式展示出培训效果的各个方面，并撰写出详尽的评估报告，包括评估目的、方法、结果、结论、建议等。

Step 5: Share the assessment results and feedback with the customer. Shangpu Consulting will share the evaluation report with the customer, and communicate and feedback according to the customer's feedback to understand the customer's satisfaction and suggestions on the training effect, and whether there is any follow-up cooperation demand.

The above is a case of the evaluation of the effectiveness of corporate training conducted by Shangpu Consulting Company. From this, we can see that Shangpu Consulting Company has made the following points in the evaluation:

Fully communicate with customers, clarify training needs and objectives, and formulate appropriate training programs and evaluation programs.

Design training courses that meet the customer's characteristics and level, use a variety of assessment methods and tools, and collect effective assessment data.

Organize and analyze the evaluation data, write a detailed evaluation report, and show all aspects of the training effect.

Share assessment results and feedback with customers, communicate and improve, and build long-term relationships.