Enterprise training refers to various educational activities organized and implemented by enterprises in order to improve the knowledge, skills, attitudes and behaviors of employees. Corporate training can help employees adapt to job requirements, improve work efficiency and quality, enhance teamwork and communication skills, and promote personal development and career planning. However, enterprise training also needs to invest a lot of time, energy and funds, so how to evaluate the effect and value of training, and how to optimize the design and implementation of training, has become an important issue of concern to enterprises.

Teaching feedback is a commonly used evaluation method. It refers to collecting the opinions, suggestions, feelings and other information of trainers, trainees, managers and other relevant personnel on the training content, method, environment, effect and so on through various ways during or after the training, and sorting, analyzing, summarizing and summarizing these information, in order to find the advantages and disadvantages of the training process and results, as well as the direction of improvement and promotion. Teaching feedback can help trainers understand the needs, satisfaction, harvest and confusion of trainees, as well as the expectations, evaluation and support of managers for training objectives, plans, implementation and effects, so as to adjust and improve the training content, methods, environment and other elements to improve the quality and effectiveness of training.

According to different dimensions such as the source, content and time of teaching feedback, teaching feedback can be divided into the following ten types:

Feedback form: This is the most common and simplest way of teaching feedback, which is usually distributed to trainees after the training or each module. The feedback form can contain quantitative or qualitative questions, such as satisfaction ratings for training content, methods, environment, etc., or descriptions of training gains, suggestions, and feelings. The advantage of the feedback form is that it can quickly, conveniently and systematically collect the opinions of the trainees, but the disadvantage is that there may be some superficial, perfunctory, untrue and other problems, so it is necessary to design reasonable questions and options, as well as to ensure the voluntary and anonymous feedback.

Group discussion: This is a more in-depth and more interactive teaching feedback method. Usually, a period of time is arranged during or after the training. The trainees are divided into several groups to discuss the relevant topics of the training, and a group representative will report the results of the discussion. Group discussion can stimulate the trainees' thinking and communication, increase the depth and breadth of feedback, and also enhance the trainees' sense of participation and belonging. However, group discussions also need to be careful to control the time and topic to avoid deviating from the topic or arguing.

Personal interview: This is a more private and real way of teaching feedback. Usually, after the training or after a period of time, the trainer or other professionals conduct one-on-one interviews with some or all of the trainees, asking them about their views, feelings, gains and confusion about the training. Personal interviews can obtain more detailed, truthful and personalized feedback from the trainees, and can also increase the trainees' sense of trust and respect. But personal interviews also require more time and effort, as well as the professionalism and privacy of the interview.

Observation record: This is a more objective and comprehensive teaching feedback method. Usually, during or after the training, the trainer or other professionals observe and record the trainee's performance, behavior, interaction, etc. during the training. Observation records can reflect the trainees' interest, attitude, participation, understanding and other aspects of the training content, method, environment, etc., and can also find the problems and obstacles in the training. However, observation records also need to pay attention to the selection of appropriate observation objects, indicators, methods and tools, as well as to ensure the fairness and effectiveness of the observation.

Test evaluation: This is a more accurate and quantitative teaching feedback method. Usually, before, after or after a period of training, some tests or evaluations are conducted on trainees to test their knowledge before and after training. Changes and improvements in skills, attitudes, etc. Test evaluation can provide direct evidence of trainees' learning effect and achievement in training, and can also provide reliable data support for the evaluation of training effect. However, test evaluation also needs to pay attention to the design of reasonable test or evaluation content, standards, methods and tools, as well as to ensure the fairness and scientificity of the test or evaluation.

Behavioral observation: This is a more practical and long-term teaching feedback method. Usually after the training is completed or after a period of time, managers or other professionals will observe and record the trainees' performance, behavior, and results at work. Behavioral observation can reflect whether the trainee can apply the knowledge, skills, attitudes, etc. learned in the training to the work, as well as the effect and impact of the application. Behavioral observation can provide direct evidence of the trainees' work effectiveness and value after training, and can also provide reliable data support for the evaluation of training effectiveness. However, behavioral observation also requires attention to the selection of appropriate observation objects, indicators, methods and tools, as well as to ensure the fairness and effectiveness of the observation.

Performance indicators: This is a more specific and objective way of teaching feedback, usually at the end of training or after a period of time, the performance indicators of the trainee's department or project are collected and analyzed to measure the impact and contribution of training on performance. Performance indicators can include sales, profit margins, customer satisfaction, employee satisfaction, market share, product quality, innovation and other indicators related to training objectives. Performance indicators can provide direct evidence of the trainees' performance effectiveness and value after training, and can also provide reliable data support for the evaluation of training effectiveness. However, performance indicators also need to pay attention to the selection of appropriate indicators, methods and tools, as well as to eliminate the interference and influence of other factors.

Case analysis: This is a more vivid and convincing way of teaching feedback. Usually after the training or after a period of time, some typical or successful cases encountered by the trainees in their work are collected and analyzed to show the role and contribution of training in solving problems and creating value. Case analysis can include the background, problems, analysis, solutions, results, and implications of the case. Case analysis can provide direct evidence of the trainee's work effect and value after training, and can also provide reliable data support for the evaluation of training effect. However, case analysis also needs to pay attention to the selection of appropriate cases, methods and tools, as well as to ensure the authenticity and representativeness of the case.

Story sharing: This is a more interesting and infectious way of teaching feedback. Usually after the training or after a period of time, trainees or other relevant personnel are invited to share some meaningful or touching stories they have experienced during or after the training, so as to show the role and contribution of training to personal development and team building. Story sharing may include the plot, characters, emotions, and revelations of the story. Story sharing can provide direct evidence of trainees' personal effect and value after training, and can also provide reliable data support for the evaluation of training effect. But story sharing also requires attention to choosing the right story, methods and tools, as well as ensuring the authenticity and appeal of the story.

Reflection log: This is a deeper and more lasting way of teaching feedback. Usually, during the training process or after the end or after a period of time, the trainees or other relevant personnel are required to record some of their thoughts, insights, gains, puzzles, etc. during or after the training, so as to show the role and contribution of training to personal growth and learning. The reflection log may include the subject, content, conclusion, etc. of the reflection. Reflection log can provide direct evidence of trainees' personal effect and value after training, and can also provide reliable data support for the evaluation of training effect. However, the reflection journal also needs to pay attention to the selection of appropriate topics, methods and tools, as well as to ensure the depth and continuity of reflection.

These are the ten types and methods of teaching feedback introduced in this article, and how to collect and analyze these feedbacks to improve the quality and effectiveness of corporate training. Of course, these types and methods are not fixed or unique, and can be selected, combined, innovated, etc. according to different training objectives, contents, objects, environments, etc., to adapt to different training needs and scenarios. At the same time, teaching feedback is not an isolated or one-way process, but a circular or two-way process, which needs to be collected, analyzed, applied and improved before, during and after training, so as to realize the continuous improvement and optimization of training.

In order to better illustrate the application and value of teaching feedback in practice, this paper will combine the specific cases of Shangpu consulting service customers to make a simple analysis. Shangpu Consulting is a company specializing in enterprise management consulting and training services, with many years of industry experience and professional team, providing customized solutions and quality services for enterprises in all walks of life. Every time Shangpu Consulting provides training services to customers, it will select appropriate teaching feedback types and methods according to customer needs and characteristics to ensure training effects and customer satisfaction.

The following is a case of a training service provided by Champ Consulting for an automobile manufacturer:

In order to improve the innovation ability and product quality of employees, the company commissioned Shangpu Consulting to provide a three-day innovative thinking training for them. When designing the training program, Shangpu Consulting took into account that innovative thinking is an ability that requires practice and experience, so it adopted a variety of teaching feedback methods to increase the effectiveness and value of training.

First of all, before the start of the training, Champ Consulting conducted a simple test evaluation on the trainees to understand their basic understanding and level of innovative thinking, and adjusted the training content and difficulty according to the test results.

Secondly, in the process of training, Shangpu Consulting arranged a variety of teaching activities, such as group discussion, case analysis, story sharing, etc., and collected the trainees' feedback forms or observation records after each activity to understand their satisfaction, participation and understanding of the activity content, method, environment and other aspects, and adjusted the activity design and implementation according to the feedback.

Finally, after the training, Champ Consulting conducted a complex test evaluation on the trainees to test their changes and improvements in innovative thinking after the training, and compared and analyzed with the test results before the training. At the same time, Shangpu Consulting also conducted personal interviews with some trainees to obtain their views, feelings, gains, and confusion about the training. In addition, Champ Consulting also requires trainees to record some cases or stories of their application of innovative thinking in their work within one month after the training, and submit them to Champ Consulting for behavioral observation and case analysis to measure the impact and contribution of the training on the effectiveness and value of the work.

Through the collection and analysis of these teaching feedback methods, Champ Consulting has reached the following conclusions:

After the training, the trainees have significantly improved their innovative thinking, and the average score of the test evaluation has changed from that before the training.60The score has been raised to after training.85points, which have80%of trainees reached90above the level.

The trainees expressed a high degree of satisfaction and recognition for the training content, method, environment and other aspects, and the average score of the feedback form was4.5points (the full score is5points), which have90%The trainee gives4The above evaluation.

The trainees showed positive participation and interaction in the training. Activities such as group discussion, case analysis and story sharing received enthusiastic responses and input from the trainees. The observation records showed that the average number of speeches of the trainees in the activities was5The average speaking time is3Minutes.

After the training, the trainees can effectively apply innovative thinking, solve problems and create value in their work. Behavioral observation and case analysis show that the trainees have put forward a number of innovative suggestions and solutions in their work, which have been recognized and supported by managers and customers, and the performance indicators have also been significantly improved.

After the training, the trainees have a deeper understanding and perception of personal development and team building. The personal interview and reflection log show that the trainees have a richer and deeper description of the harvest, feelings and enlightenment of the training, and expressed their gratitude and appreciation for the changes and effects brought about by the training.

To sum up, the innovative thinking training provided by Shangpu Consulting for the enterprise is a successful and effective training service. Through the collection and analysis of various teaching feedback methods, Shangpu Consulting not only ensures the quality and efficiency of the training process and results, but also demonstrates its ability and value as a professional consulting company. The company also expressed a high degree of satisfaction and trust in the training services provided by Champ Consulting, and expressed its willingness to maintain a long-term cooperative relationship with Champ Consulting.