Research On Problems Of Employee Training Evaluation In Chinese Enterprises

Nowadays, Enterprises are facing two trends, one is the economy globalization, and the other is Knowledge Economy. Under these conditions, the time between two generations of knowledge is shorter and shorter. The roles and the characters of jobs are changing with these trends, the outer environments and the inner pressures make the enterprises more and more rely on human resources as the source of core competency. Thus, the role of training is becoming more and clearer. As far as enterprises are concerned, it's a good choice to deal with outer challenges and inner pressures. And, training is an effective way for employee to develop continuously and make their career into reality.However, in reality, much training that organizations implement is invalid, repeated, temporary, or "fire-put off". Some enterprises are even named "talent factories", because those trained employees flow out of these organizations, and some others didn't train employees for fear of these risks. We can say that the evaluation is not done effectively and properly. But that's not all. Many factors affects enterprise's evaluation behavior, and further that's affects the training quality and transferring.In short, Training Evaluation is the process of judging the values of training. Seen form the system of training, it consists of evaluation step; and seen from the inner relations of training steps, evaluation constraints the effects of training. Especially Needs Training decides the aim and plan of a training, that's pre- control, the information provided by Process Training reduced the factors that affect training effect, and that's a mid- control. And at last, Effect Evaluation is the process of checking the training aim, besides; it provides useful information for the following trainings. Seen from the managerial aspects, evaluation, especially evaluation in mathematical way is not only an effective way to manage, but affects human resources development and the role of department of human resource management, affects the strategy of enterprises and the long-term operation.But there are many problems lie in the process of evaluation; some of those problems are common at home and abroad. These problems can be shorted in the following, firstly, enterprises didn't see the constraints that evaluation put onto training; secondly, evaluation usually focus on the reaction, learning, but few enterprises pay attention to the behavior even the effects because they are always confusing that the tools and the difficulty, especially when measure the ROI of training. Thirdly, in tradition, many enterprises take evaluation at the end of training; they didn't realize that without a clear aim based on the resources, strategy, and employee themselves of some enterprise, there won't be satisfactory results. And the forth, who can say the interests are all from training directly? And so on.So when strategy management is more and more important, it's inevitable and important to use evaluation as a economical tool to deal with these problems such as how to light the importance of training, how to accelerate the establishment of core competency, how to reduce the training risks facing enterprises.This paper aims to the research on the problems when enterprises take training evaluation, theory research and empirical researches are the main methods used in this paper. At last, this paper analyzes the problems lie in the evaluation practice based on the questionnaires and provides several ways to resolve those problems.