Enterprise training refers to the planned, organized and purposeful educational activities for employees in order to improve their knowledge, skills, attitudes and behaviors. The purpose of enterprise training is to solve the problems faced by enterprises, improve the competitiveness and efficiency of enterprises, and achieve the strategic objectives of enterprises. The process of enterprise training is a dynamic, circular and continuous process, which needs to be constantly evaluated and improved to ensure the effectiveness and efficiency of training. Training feedback mechanism is a tool used by enterprises to understand the performance and feedback information of employees in training, and it is an important link to evaluate and improve training.

A consulting firm is an organization that provides professional consulting services to clients, including management consulting, strategic consulting, human resources consulting, and market consulting. One of the main business of the consulting company is to provide customers with corporate training design, implementation and evaluation services to help customers improve the ability and performance of employees, solve customer management problems, and achieve customer development goals. In the process of providing enterprise training services, consulting companies need to establish and apply effective training feedback mechanisms in order to better evaluate and improve the quality of training, improve customer satisfaction and loyalty, and enhance the competitive advantage and brand image of consulting companies.

The Significance of 1. Training Feedback Mechanism

The training feedback mechanism is of great significance to both consulting companies and customers, mainly in the following aspects:

(1) Test the training effect. The training feedback mechanism can help consulting companies and customers understand the implementation of training, evaluate the effect of training, judge whether the training has achieved the expected goal, whether it has solved the customer's problems, whether it has improved the ability and performance of employees, and whether it meets the needs and expectations of customers.

(2) found training problems. The training feedback mechanism can help consulting companies and customers find problems and deficiencies in the training process, such as the suitability of training content, the effectiveness of training methods, the professionalism of training lecturers, the comfort of the training environment, the perfection of training materials, etc., in order to make timely adjustments and improvements.

(3) Improve the quality of training. The training feedback mechanism can help consulting companies and customers summarize the experience and lessons of training, refine the success factors and failure reasons of training, optimize the design and implementation of training, improve the quality and efficiency of training, and increase the input-output ratio of training.

(4) Enhance training participation. The training feedback mechanism can help consulting companies and customers to enhance the participation and interaction of training, stimulate employees' interest and motivation in learning, improve employees' learning efficiency and effectiveness, enhance employees' learning satisfaction and loyalty, and promote employees' personal development and career development.

(5) Establish training cooperation. The training feedback mechanism can help the consulting company and the customer to establish a training cooperation relationship, enhance the communication and trust between the two sides, understand the needs and expectations of both sides, coordinate the interests and goals of both sides, form a consensus and joint force of both sides, and achieve win-win and development of both sides.

Content of 2. training feedback mechanism

The content of the training feedback mechanism mainly includes four levels of training response, learning, behavior and results, corresponding to different feedback information and evaluation methods, as follows:

(1) Reaction layer. Response layer refers to the evaluation of employees' direct reactions and feelings to the training program, such as training satisfaction, interest, participation, comfort, etc. Feedback from the response layer can be obtained from employees in the form of questionnaires, interviews, and telephone interviews, and is mainly used to evaluate the attractiveness and acceptability of the training, as well as the basic conditions and environment of the training.

(2) the learning layer. Learning layer refers to the change of knowledge, skills and attitudes acquired by employees in training, such as mastery, understanding and application of training. Feedback from the learning level can be obtained from employees in the form of examinations, presentations, simulations, etc., and is mainly used to evaluate the effectiveness and quality of training, as well as the content and methods of training.

(3) the behavior layer. Behavioral level refers to the evaluation of the changes in behavior shown by employees at work after training, such as the degree of transformation, maintenance, and impact of training. Behavioral level feedback can be obtained from employees or their superiors, colleagues, customers, etc. through observation, interviews, evaluations, etc., and is mainly used to evaluate the practicality and efficiency of training, as well as the support and encouragement of training.

(4) The result layer. The results layer refers to assessing the impact of employee behavior changes on the performance and objectives of the enterprise, such as the degree of income, return, and contribution of training. The feedback information of the result layer can be obtained from the enterprise through statistics, analysis, comparison and other forms, which is mainly used to evaluate the value and benefit of the training, as well as the purpose and significance of the training.

Approaches to 3. training feedback mechanisms

The methods of training the feedback mechanism mainly include qualitative and quantitative, corresponding to different feedback information and evaluation purposes, as follows:

(1) Qualitative methods. Qualitative methods refer to methods that collect and analyze feedback information through non-numerical methods, such as interviews, observations, cases, stories, etc. The advantage of qualitative methods is that they can gain insight into the feelings and perceptions of employees, identify problems and causes of training, make recommendations and improvements to training, and increase participation and interaction in training. The disadvantage of qualitative methods is that it is difficult to quantify and compare feedback information, easily influenced and biased by subjective factors, and difficult to evaluate the overall effectiveness and value of training.

(2) Quantitative methods. Quantitative methods refer to the methods of collecting and analyzing feedback information through numerical methods, such as questionnaires, examinations, statistics, and analysis. The advantage of quantitative methods is that they can quantify and compare feedback information, evaluate the effectiveness and benefits of training, form training indicators and reports, and improve the objectivity and scientific nature of training. The disadvantages of quantitative methods are that it is difficult to capture the feelings and opinions of employees, ignore the process and reasons of training, simplify the complexity and diversity of training, and reduce the attractiveness and acceptability of training.

Steps to 4. a training feedback mechanism

The steps of the training feedback mechanism mainly include five stages: planning, collection, analysis, reporting and improvement, which correspond to different feedback activities and tasks, as follows:

(1) The planning phase. The planning stage refers to the stage of determining the purpose, content, method, time, personnel, resources and other elements of the training feedback mechanism, which is the basis and premise of the training feedback mechanism. The main tasks of the planning phase are to clarify the training objectives and evaluation criteria, select appropriate feedback information and evaluation methods, develop detailed feedback plans and arrangements, assign feedback responsibilities and roles, and prepare feedback tools and materials.

(2) the collection phase. The collection stage refers to the stage of obtaining feedback information from different objects and sources through different ways and channels, and is the core and key of the training feedback mechanism. The main task of the collection phase is to implement feedback plans and arrangements, using effective collection techniques and tools to ensure that adequate, accurate, reliable and timely feedback is collected and to avoid the collection of irrelevant, erroneous, distorted and outdated feedback.

(3) Analysis phase. The analysis stage refers to the stage of collating, summarizing, comparing and evaluating the collected feedback information, which is an important and difficult point of training feedback mechanism. The main task of the analysis phase is to use sound analytical methods and techniques to extract valuable information andConclusionEvaluate the effectiveness and benefits of training, discover the advantages and disadvantages of training, identify the problems and causes of training, and put forward suggestions and improvements for training.

(4) The reporting phase. The reporting phase refers to the analysis of the feedback information andConclusionThe stage of reporting and communication to relevant personnel and institutions in an appropriate form and manner is the result and demonstration of the training feedback mechanism. The main task of the reporting phase is to produce clear, complete and persuasive feedback reports, select appropriate, effective and timely reporting methods, and provide feedback reports to the management of the consulting company, the management of the client, training participants, etc., to convey training information andConclusionGet feedback and comments for feedback.

(5) Improvement phase. The improvement stage refers to the stage of adjusting and optimizing the training project according to the feedback report and feedback, which is the purpose and significance of the training feedback mechanism. The main task of the improvement phase is to formulate specific, feasible and effective improvement measures, implement improvement measures, supervise the improvement effect, continuously improve the quality of training, improve the effectiveness and efficiency of training, increase customer satisfaction and loyalty, and achieve training objectives and value.

In short, the training feedback mechanism is an important part of the consulting firm's provision of corporate training services, an effective tool for evaluating and improving training, and an effective way to establish and maintain training partnerships. Consulting companies should pay attention to and improve the training feedback mechanism, from the four levels of training response, learning, behavior and results, using qualitative and quantitative methods, in accordance with the plan, collection, analysis, reporting and improvement of the five steps, to establish and use effective training feedback mechanism to improve the quality of training and customer satisfaction, enhance the competitive advantage and brand image of consulting companies.