对培训效果进行评估的问题研究.doc

对培训效果进行评估的问题研究——以上海某一中外合资的制造型企业为案例 PAGE 30对培训效果进行评估的问题研究3100110320205 宗小猛摘要：在知识经济时代，培训作为企业人力资本投资和人力资源开发基本途径的培训，越来越受到重视。对企业培训的评估，不仅关系到该部门的绩效水平，同时也会对企业整个人力资源开发与管理产生至关重要的影响。目前，企业培训的最大问题是无法保证有限的培训投入产生出理想的培训效果，培训效果难以评估，这就造成投资者和经营管理者不敢加大对企业员工培训的投入，员工没有动力去参加培训。本文主要采用案例分析的研究方法，以上海一家中外合资的制造型企业的两类培训作为研究对象，选取国外学者研究的两个经典评估模型作为评估工具，分别是以层级评估为核心的Kaufman五级评估模型和以投入产出为核心的培训效用模型进行个案分析。通过分析，深刻剖析了两个模型的优缺点及其适用性，并为企业培训评估具体实践提出建议。关键词：培训 培训效果 评估AbstractIn the era of knowledge economy, tas a business investment in human resources and basic approach to human resource development, raining is paid more and more attention. Assessment of training is not only related to the performance of the department, but also has a crucial impact on the development and management for the entire human resources of enterprise. At present, training can not guarantee ideal inputs with great effect is the biggest problem, it is difficult to assess the training effect, which caused investors and managers of enterprises did not dare to increase the input of staff training, staff have no incentive to attend the training program. In this paper, I studied two types of training of a Sino-foreign joint venture manufacturing enterprises in Shanghai with the use of case study research methods, , select foreign classical models as assessment tools to assess, respectively Kaufman V. levels assessment and input-output model. Through analysis, I deep analyzed the advantages and disadvantages of the two models and their applicability, and give some recommendations for the practice of training.Key words: Training, Training effect, Training assessment1 研究背景在彼得·德鲁克教授提出“人力资源”概念近半个世纪的今天，人力资源是经济社会发展的重要而稀缺资源这一理念已经得到普遍认同，也为一些国家尤其是西方市场经济发达国家的发展经验所证实。近些年来，越来越多的国内企业也意识到员工的重要性。21世纪的人才短缺将是一个世界现象，国内企业面临来自全球激烈的经济竞争、人才竞争的挑战。加大企业现有人力资源的开发、利用力度，便成为目前企业解决人才短缺，挑战国际人才竞争的最主要途径 彭剑峰， 彭剑峰，21世纪人力资源管理的十人特点，中国人才，2000 (11)在人力资源开发领域，最热门的话题，也是最难解决的问题就是培训效果评估。培训与开发部门在尽力满足管理层追求利润要求的同时，也要尽力满足员工的培训需求。在我国，无论是人们对劳动力资源的认识，还是有关企业员工培训的理论研究和实践活动，都亟待进