培训效果评估方法（Training effectiveness evaluation method）.docVIP

培训效果评估方法（Training effectiveness evaluation method） A complete training process should consist of four steps. Training needs analysis - Design and selection of training courses based on requirements - specific teaching process - effect evaluation. Response level: content, lecturers, methods, materials, facilities, venues, procedures for registration, etc.. For this level of evaluation, first of all, there should be a general evaluation, such as asking students: how do you like this class? Would you recommend this class to someone else? But it is easy to produce some problems, such as Overgeneralization, strong subjectivity, not the reason. Therefore, there must be a more detailed assessment of the above content. Suitable ways include questionnaires, interviews, seminars, telephone surveys, etc.. Specific measures can be taken by 4 points (excellent, good, general, poor), 5 points (excellent, good, good, general, bad), or 7 points (1 to 7 points), and 10 points (1 to 10 points). Generally speaking, the 5 point method is easier to operate, but the division is better than the 7 point method. This level of evaluation is easy to carry out, and it is the most basic and universal method of evaluation. But its disadvantages are obvious, such as giving high grades to the teacher because of the teachers favor, or denying the course entirely because of dissatisfaction with a particular factor. -- the solution is worth a try, such as: emphasizing the purpose of evaluation, we meet the request; encourage everyone to write comments and suggestions; compared with the data of historical data or other companies; the company, before spreading a first course of teaching; combined with the use of questionnaires, interviews, seminars and other ways; different themes of the course with the opening, to timely feedback, immediately fill out the questionnaire. Learning level, assessment methods are: examination, presentation, lecture, discussion, role-playing, and many other ways. The advant