How to establish the evaluation system of employee education and training effect

At present, the status of training in Chinese enterprises is getting higher and higher, and enterprises have also invested more and more resources in training. However, at present, there are not many domestic enterprises whose training can form its own system. If a company's training does not form a system, it is hard to say that it can achieve good results. First of all, we should have a scientific understanding of the definition of training. The so-called training is an education and training method to help the company achieve its strategic goals and enhance the personal competitiveness of employees, including tangible training and intangible training. Tangible training refers to the training with a fixed time, place and lecturer, and the training we usually talk about is this kind of tangible training. Implicit training refers to the guidance and training of supervisors and key employees to subordinates, ordinary cadres and employees in their usual work. This way of guidance and training can be meetings, one-on-one face-to-face communication, or even criticism and persuasion. In practical work, intangible training plays a greater role in improving performance, has a deeper impact and has a lower cost (almost no cost). If the training work is to be effective, the training cannot be ignored and must be carefully planned, because intangible training cannot be completed automatically. Secondly, it is necessary to establish the training guiding ideology with strategy as the guidance and business as the core. The so-called strategic orientation means that the determination of training programs should be based on the company's business strategic objectives, rather than what training is popular in the market. Before taking part in any training program, the person in charge of training should think carefully about whether this training has any effect on realizing our company's strategic goals. Do it if it works, and don't do it if it doesn't, so as not to waste resources. For example, if the company decides to implement the internationalization strategy, the training department should participate in English training programs. Of course, this requires the person in charge of training to have a deep understanding and understanding of the company's business strategy, and find out the shortcomings in the company's management according to the company's strategy, so as to determine the training needs. Taking business as the core means that the training work should be carried out closely around the company's core business, because the training resources of any company are limited. In order to maximize the training effect, the training resources must be tilted towards the company's core business department. For example, the core business department of a retail company is a store, so the training work should focus on the needs of the store. Trainers should go deep into the store, try to tap the training needs of the store, and then arrange training programs according to the needs of the store. In my opinion, the key to the construction of intangible training system is to form a culture that is open, willing to communicate, willing to guide and willing to share knowledge and experience. There are many ways to form this culture: it can be promoted by recruiting new employees with an open mind. When recruiting new people, the human resources department should examine the personality and quality of the candidates to see if they have an open mind; This culture can be formed through formal training and publicity, and the human resources department can create an open and shared atmosphere through internal publications, leadership meetings, classroom training, seminars and other forms; This culture can be formed through assessment and incentive mechanism. When designing or modifying the appraisal system, the company can take whether to guide employees regularly as an important indicator to evaluate managers and key employees. Reward those who have achieved the target well, otherwise punish them. In addition, in line with the trend of informatization, enterprises should also establish an internal knowledge management platform to promote the rapid preservation, sharing and dissemination of knowledge through internal networks. In practical work, 70% of employees' growth and progress are accomplished through intangible training. The tangible training system mainly includes two parts: project system and support system. The training project system can be constructed according to department classification or personnel management process. If it is built by department, it can be divided into marketing and sales series training, R&D series training, human resource management series training and so on. According to the personnel management process, it can be divided into: induction training items, and can be subdivided into induction training for all kinds of personnel; On-the-job training plan; Promote training programs and so on. In the process of training project system construction, business departments should be first, then functional departments; The order of management first, then employees, focusing on business departments and managers, can ensure the effect and easily get the support of company leaders and departments. Training support system includes two parts: training soft support system and training hard support system. Soft support system mainly refers to training system. The training system mainly includes overseas training regulations, personal training management regulations, training points system, lecturer management measures, training needs, evaluation system, etc. In order to achieve good results, the training must be supported by all staff. In addition to publicity and promotion, a series of systems should be established to bind employees with the hard power of the system. Employees should be made aware that training is not only a right, but also a responsibility. The training compulsory support system has three main parts. The first thing is to have relatively complete training material conditions, mainly including training equipment, venues and equipment. The second is the personnel organization system. In order to win the attention of all employees, training must establish a perfect organizational system and clarify the roles and responsibilities of all kinds of personnel in training. In an enterprise, the person in charge of training mainly includes general manager, director of human resources, training manager (supervisor), full-time lecturer, department head, part-time lecturer, etc. The training department should clearly define the training responsibilities of these personnel. If it is a group company, the responsibilities of the headquarters training department and the branch training department should be clearly divided. Third, it refers to the training information system, which mainly includes original training documents, training statistical accounts, external training supplier databases, etc. The purpose of establishing training information system is to facilitate statistical analysis and scientific evaluation of training effect.