【作者】 李红军；

【导师】 于桂兰；

【作者基本信息】 吉林大学 ， 工商管理， 2011， 硕士

【摘要】 不管国企还是私企,员工培训工作都已经得到足够重视,纷纷建立培训中心、培训基地等专门培训机构,广泛开展适时或前瞻性的培训活动,最终目的,就是为了充分发挥人的能动性,达到实现安全生产、经济效益最大化。培训项目林林总总,但是培训效果究竟怎样,为实际生产带来什么样的变化,却不能给出一个准确的答复。本文在大量阅读分析中外有关培训效果评估的理论和实际案例的基础上,借鉴国内外已有的培训效果评估经验,针对国有企业特色,结合本单位实际情况,设计出适合我国国有企业员工培训的效果评估体系。本文正是在这样一个理论研究和企业实际相结合的背景下,试图将培训的效果评估研究向前推进一步,针对目前培训效果评估中所存在的问题进行具体分析,提出自己的观点和评估思路及方法,建立一个能够满足企业需求,方便操作的评价模型。建立一套能适应国企员工培训效果评估的指标体系,以寻求适宜、有效的对策,从而为企业进行员工培训效果评估提供有效的工具。通过详实的描述,展示了作者所在企业施行的培训效果评估现状,实际上就是采用柯氏评估模型,因其执行难度的原因,只进行到了一、二级评估,也就是说,对于培训后续效果的评估比较有限。对学员的培训效果评估,仅仅局限在培训完成后的调查文卷与面对面的沟通交流,仅仅对培训流程安排几大环节的满意度进行考核,并没有深入到培训学员的工作行为、态度的改变、工作绩效的改善、能力的提高和为企业带来的效益上来。这种培训效果评估方法对培训效果的检验只是局限在培训过程,仅仅只是对培训课程中所授予的知识和技能进行考核,处在考评的最初级的层次,造成了培训与实际生产服务的严重脱节。完整的员工培训效果评估体系的构建,有利于企业对于已开展的培训效果有一个清楚的认识。通过对培训效果各方面的评估,可以明确培训工作中的优点和不足。对于存在的不足,可以通过访谈、问卷调查法等方式,集思广益明确问题的症结所在,从而有针对性地采取措施,为以后的培训工作提供指导。正是本着系统性、科学性、定性定量指标相结合性和可行性的原则,在结合了实际培训工作的大量经验和对柯氏评估模型的分析,建立了切合实际的本地化的培训评估系统。依据柯氏培训效果评估模型,将“评估”这一概念推进到整个培训过程当中。通过对培训体系的实证分析和实地调研结果进行比较表明:此培训效果评估体系具有便利性、合理性和系统性等特点,使得其更具有操作性,因此给企业今后进行培训效果评估提供了一种便利的、卓有成效的工具。更多还原

【Abstract】 Regardless of state-owned enterprises or private enterprises, staff training have been given adequate attention, have established training centers, training bases and other specialized training institutions, extensive training activities in a timely manner or forward-looking, the ultimate goal is to give full play to the initiative, to achieve safe production and maximize economic benefits. There are numerous training programs, but how effective is training for the actual production of what kind of change, but can not give an accurate answer.Read this article in a large number of foreign training effect evaluation on theory and practical examples based on, learn from the experience of the existing training effectiveness evaluation for the state-owned enterprise features, the actual situation of the unit is designed for staff training in state-owned enterprises in China impact assessment system. This article is in such a theory and business reality in the context of an attempt to assess the effectiveness of the training step further, the training effect for the current assessment of the problems in the specific analysis, put forward their views and assessment of ideas and methods to meet the business needs to create a convenient operation of the evaluation model. Employees of state enterprises to adapt to the establishment of a training effect evaluation index system, to seek appropriate and effective response to the business impact assessment for staff training to provide effective tools.Through the detailed description of where the company demonstrated the implementation of the training effect assessment of status, in fact, Cohen’s assessment model used, the reasons for the difficulty of its implementation, were to only one or two assessments, that is, the follow-up results for training assessment is limited. Effect on trainees evaluate the training, only limited investigation in the text after the completion of the training volume and face to face communication, only the arrangements of the training process satisfaction with several aspects of the assessment, there is no depth to the work of trainees behavior, attitude change , performance improvement, capacity enhancement and benefits for enterprises up. This training effect on training effectiveness assessment test is only limited to the training process, the training course just granted the knowledge and skills assessment, at the evaluation of the most basic level, resulting in the actual production of services, training and the serious out of touch.Complete staff training effect evaluation system will help enterprises has been carried out for the training effect has a clear understanding. Effect on all aspects of training, assessment, training, work can be clearly advantages and disadvantages. The shortcomings can be through interviews, questionnaires, etc., the crux of collective wisdom to define problems, which are targeted to take measures to guide future training. It is in systematic, scientific, qualitative and quantitative indicators and feasibility of combining the principles of practical training in the light of experience and a large number of Ko’s analysis of evaluation model, the establishment of a realistic assessment of the localization of training system. According to Ko’s training evaluation model, the "assessment" to promote the concept to the whole training process.Training system through the empirical analysis and field research to compare the results show that: This training effect evaluation system has convenient, reasonable and systematic characteristics, making it more operational, so the training effect to the enterprise in the future evaluation of a kinds of convenient, highly effective tool.更多还原