The Significance of 1. Enterprise Training Effect Evaluation

Enterprise training refers to the planned, organized and targeted educational activities taken by enterprises in order to improve the knowledge, skills, attitudes and behaviors of employees. Enterprise training can help employees adapt to job requirements, improve work ability and performance, enhance career development and career satisfaction, promote corporate culture construction and organizational change, and improve corporate competitiveness and market share.

However, corporate training also requires a lot of time, money and human resources, and it is often difficult to get a clear and direct return. According to the American Journal of Training (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), to provide decision makers with more objective and quantitative data support.

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·Kirkpatrick (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.

Shangpu Consulting Company is a company specializing in enterprise management consulting and training services, with many years of industry experience and excellent teaching team. Shangpu Consulting provides customized training solutions for customers, covering strategic management, leadership, team building, communication skills, innovative thinking and other fields. Shangpu Consulting Company pays attention to the evaluation of training effect and adopts the following steps:

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.

Step 2: Design training courses and assessment programmes. According to the customer's training needs and objectives, Shangpu Consulting Company designs training courses that meet the customer's characteristics and level, including course content, methods, process, time, etc. At the same time, Shangpu Consulting will also design the corresponding evaluation plan, including evaluation indicators, methods, tools, time and so on.

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.

Step 4: Analyze the assessment data and write the assessment report. Shangpu Consulting Company will organize and analyze the collected evaluation data, use statistical methods and charts to show all aspects of the training effect, and write a detailed evaluation report, including the evaluation purpose, method, results, conclusions, recommendations, etc.

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.