How Do I Choose the Best Training Evaluation?

The training work evaluation report is a report-type document that summarizes the training work of an enterprise.

Training work evaluation report

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The training work evaluation report is a report-type document that summarizes the training work of an enterprise.

Chinese name

Training work evaluation report

Foreign name

Training Evaluation Report

Nature

Reporting instruments

Function

Promote employee development

After completing a training, an evaluation report is usually written to summarize the training and evaluate the training. Evaluation reports usually include two aspects of training experience summaries. ^[1]

1. Title ^[2]

×× Company training evaluation report ^[2]

From 20XX to 20XX, the training center of our company cooperated with XX Enterprise Consulting Company and XX Academy in the United States to jointly train the middle management leaders and marketing executives of the Group for XX months. The training activities are summarized as follows.

I. Training experience

1. Content design system and practical

The content of the course is designed with professional marketing theories and skills as the core, combined with the basic knowledge of MBA business management, blending professional courses of the XX industry, and participating in special seminars, and at the same time arranging a one-month study abroad. The combination of theory and practice effectively reflects training Systematic content. The content of professional mentality and concept adjustment is integrated into the training, which enhances the enthusiasm and fun of the students.

2. Form application is more flexible

Adopting a centralized and decentralized training mode that combines face-to-face training with practice, combined with the experience-sharing lectures of actual marketing experts, multinational company bosses, and successful entrepreneurs, the professional training consultant course uses interactive, case-studies that enhance student participation The study-style teaching mode really makes students willing to learn, learn and apply.

3 The choice of training object is more suitable

Age: Under XX. After training, they can become the mainstay and meet the long-term development needs of enterprises.

Bachelor's degree. Have the knowledge base required to learn this training course. Make sure the difficulty of the training content is appropriate for the learner.

Work: A person who has been engaged in related work for many years and is about to do related work. Ensure targeted training.

4 Strong teachers

Some basic courses and courses related to the XX industry make full use of the teaching resources of the management cadre affiliated to the industry; MBA business management related courses, multinational company CEOs, entrepreneurs, combat marketing experts, vocational training consultants, lecturers from XX training consultants Among the resources, the best is selected; the teachers' resources of both sides are reasonably integrated to complement each other's advantages and ensure the training of teachers.

5. The solution has strong operability

Because the program did not enter the implementation stage, it formed the XX Group training cadres, XX training expert advisory groups, and trainees' demonstration groups. After many demonstrations and modifications, not only the implementation time, place, course, main teaching teacher, etc. Various factors have been revised repeatedly, and the student manuals, teacher manuals, system evaluation tools, division of supportive work, and the preparation of main teaching materials used in the training process have been arranged. In the implementation process, there have been basically no major changes. Adjustments ensure the smooth implementation of the training program.

6. Follow up the training process and control in place

During the entire training process, not only did the assessment surveys and staged quizzes be conducted during the participant's participation in face-to-face lectures, but also some timely adjustments to some of the less practical lessons found during the period, and self-study guidance materials were distributed to those who did not have enough knowledge In addition, follow-up and guidance were conducted during the internship process when the trainees returned to their posts to achieve full follow-up of the training process, thereby greatly improving the final training effect.

7. The inspection and internship exchange solved the actual problems of the enterprise

After the trainees participated in the staged internship, the trainees were organized to conduct a concentrated training and internship exchange activity. During the interview, many practical problems of the enterprise were discovered. In response to these questions, the trainees discussed with the experts and formulated corresponding rectification measures. The training not only improves the quality of employees, but also solves some long-standing practical problems in the enterprise, and doubles the effectiveness of training investment. Through overseas inspections and overseas training, the trainees' ideas are expanded.

Second, the shortcomings of training

1. Insufficient training needs analysis

The positioning of modern training needs not only reflects the needs of the enterprise, but also understands the actual level of the students and teaches according to their aptitude. At the same time, the understanding of the needs of the students should not be ignored. Experienced students are different from inexperienced students. Trainees with different professional knowledge bases can only develop a training plan that meets their needs if they fully understand the comprehensive needs. Due to the limitation of the range of trainees in this training, only a single method of demand survey was used in the study of training needs, but the method of collecting training demand information such as observation and interview was not used.

2. Fewer participants per training session

Sharing training resources and reducing the training cost of individual personnel without affecting the training effect are the basic principles of training benefit control. In this training program, there are fewer trainees in each period, which is not economical from the perspective of resource utilization.

3 Even if the indoor training is combined with a case study course, most of the students are given a rational understanding; while training outdoors in the form of activities and games can give the students perceptual knowledge, which is more conducive to strengthening the training effect. In this training project, indoor training accounts for almost 98%, and the form of teaching has not yet reached the best application effect.

4 Training efficiency is low, two classes should be arranged to cross

According to the original plan, each period is planned to recruit ××× people to participate in the training, and by 20 ×× it is planned to run the same training period XX ×, but the efficiency of such training output cannot meet the needs of enterprises. China is about to join the WTO. Will the marketing experts trained in 20 × X be able to meet the development needs of China ×× Group? If two identical training courses are arranged for cross-learning, one can make full use of resources on the other hand Can improve training efficiency.