Enhance the "soft environment" out of the performance appraisal errors [3]

Results-oriented: performance-based assessment of training effectiveness

Training effect assessment is the last training session, but the complexity of staff, and training lag effect, you want an objective, scientifically very difficult to measure training effectiveness. Therefore, the training impact assessment training system is a part of the most difficult to achieve. Currently, the most widely used at home and abroad training assessment, is made in 1959 Kirkpatrick evaluation model of training, the training effect is divided into four progressive levels --- reaction, knowledge, behavior, effect. So far, it is still training managers often use the classic training evaluation model.

Performance-based assessment of training effectiveness focused on the last level is the key to training effectiveness evaluation. Performance evaluation method is primarily used to assess the trainees to improve behavior and performance improvement, performance evaluation method requires the establishment of systems and complete business performance evaluation system. In this system, there must be trainees before the training record of performance. At the end of three months or six months after the training, the trainees to conduct performance appraisal, the control before the record of performance, companies can clearly see that the training effect. Business with this assessment and can further optimize the training management system: not achieve performance targets will require employees to receive training, not training programs to achieve performance targets will be stopped.

Performance-based management system under elevated 鍩硅, training is not a extra in the input, enterprises need not take to training is whether it is worthwhile; training is not a benefit, 缁╂晥 For staff not meet Jiang consciously Jiaru training to be Zuzhi by Fangzhiziji abandoned; training is not academic and vocational qualifications of education, no longer a wedding gown when employees change jobs. When the training and performance improvement blend together closely, when training to become an important part of business performance improvement, we no longer worry about performance problems while, but firmly believe that business performance is through training overall.







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