The Research On Evaluation Method For The Effect Of Outward-bound Training

To begin with the status in quo and problems of the Outward-bound(OB) training, this paper introduces the development of OB training and the Experience Economy at home and broad, as well as the concept of the Competency and the theories and basic methods for evaluating competency. Then use Kendall coefficient to build a evaluation system model, and tries to propose an effective quantitative assessment method. Furthermore, gives the specific qualitative results of the analysis of the data inner the Changchun Freeman Outward-bound Center, at last, educes an effective reasonable theory concerning the Outward-bound training.The core of the Outward-bound is experimental study, and it is a new branch of training business. As the pioneer in Experience Economy, OB has been developed rapidly in the past years all over the world especially in China. But as a new business, there are some problems such as competition out-of-order, having no normative business standard, etc.The assessment on OB emerged naturally, while the OB business is developing rapidly in full swing. There are many assessment methods corresponding to OB in normal use. Most of them adopt the form of questionnaire survey, namely answering a given questionnaire after participating in OB. Generally, the questionnaire survey executes immediately, at latest in one or two days after the OB training. The reason is that, shorter the time between the survey and training, deeper the impression on the training, and more true of the answer. As the result, most of the enterprises engaged in Outward-bound complete their survey report in two days after the training. Though these questions are omnifarious, most of them include the following major contents: 1. the satisfaction degree with the training; 2.compentency assessment; 3. subjective evaluation after participating in the training. Therefore, we can classify the surveys into three categories in the rough: 1. satisfaction survey; 2. satisfaction feeling and subjective assessment; 3 satisfaction, subjective assessment and competency evaluation.The competency progress is a true reflection of the effect of Outward- bound training, as competency is a aggregation of various personality traits which drives someone behave outstanding performance. It reflected the personal knowledge, craftsmanship, personality and inner motivity manifested in many ways. At the same time, competency is a starting point before judging someone whether be competent for a particular job, also is a personal trait which determined and differentiate performance differences. Competency model is an aggregation of various competency elements which the completion of a work and to reach a certain performance targets demands, including different motivations, personalities, moral qualities, self-image and social characteristics, knowledge and technical levels. Competency assessment is to evaluate competency, i.e. to synthetically use the theory and methods of psychology, measurement and statistics to systematically and objectively survey the ability level, aptitude, personality, behavior style. According to the scientific assessment, then the employers can select right employee, and the job seekers will find a suitable job. Competency Assessment mainly includes three aspects, they are the ability, personality and motivation.When we analyze and construct the model of evaluation system for the outward-bound training, we propose the following questions: How to obtain the initial assessment data? Who will be the judge? How to assess the consistency and fairness of scores? How to adjust the final scores? How to deal with those unfair or deflective scores?If we want construct a model of evaluation system for the outward-bound training program, we should choose different reference object of the outward-bound, because different reference object can have an impact to the results, it is main of evaluation system. The more important thing is constructing reasonable evaluation index, only for this, we can get real effect of training for improving the quality of staff. In general, We evaluate the effect in the four aspect:"moral qualities","ability and quality","knowledge and quality","physical and mental quality", then we go further and more detailed in each aspect, for example, ability and quality can be divided into five aspects:"the team-working spirit","the organization and coordination capacity","the ability to inspire","interpersonal skills","communication skills", following, we construct a determination matrix. Specific indicators as follows:"responsibility","the ability of self discipline","professional dedication","the team-working spirit","the organization and coordination capacity","the ability to inspire","interpersonal skills","communication skills","the awareness of health","the spirit and the mental state","the will strength". Otherwise,"the degree of harmonious relationship between colleagues"is a key factor which can evaluate the training effect, so we take it into the Evaluation indexes.Next is the process of building a model, we choose the Kendall coefficient test to building the model of evaluation system. Kendall coefficient test can test whether many relevant samples come from the same distribution, or whether the mark of many estimators to many participators is consistent. The Kendall coefficient test can measure the degree of consistency of relevant samples by use quantitative calculation, and is high accurate, but is complicate when we use this test. We must take the test of significance to verify whether the Kendall coefficient can be accepted.We put up demonstration analysis by using real data after constructing the model. 18 employees of Chunchenlaobaojia company develop an Outward-bound training which organized by Freeman Outward-bound Center of Changchun. In this Outward-bound training, we got relevant data. After model analysis, we believe that"the team-working spirit","the spirit and the mental state","the will strength"of participants is consistent, and got obviously transfer effect."The degree of harmonious relationship between colleagues"got some transfer effect, however, the transfer effect of"the Professional dedication"is not obviously.