The Study To Assess The Training Effect Based On The Psychology Of Employees

The training is an important way to improve performance and achieve organizational goals, and it is an essential link to assess training effect.However, how to evaluate the training effect scientifically is still unsolved both in the theoretical study and in the practice of management. Staffs, as the object of training, decide the effectiveness, especially, it is staffs, psychology that determine the training effect. Thus, in this paper some key problems in evaluation on training area are researched by the way of employees' psychological characters, which is from employees' psychology. On the grounds of analysis related employees' psychology, staffs' demand, motive, attitude and value are studied significantly, and the impact on training effect is discussed. Then an appraisals system is founded.The paper is consisted of five parts. The first part introduces the topic background and significance, the related research findings on training performance evaluation are summed fully, and provides the passage's research content, frame method and research structure.The second part makes a detailed description about the correlative theories, that are, training performance evaluation, psychology and behavioristics theory. In addition, it analyzes adequately the basic model of the article.In this paper, the third part and the fourth part are main contents. The third part is to research how the psychological characters affect training effect. In this part, discusses the characters of staffs, and analyzes the influence which acts on training effectiveness. To begin with, the author relates staffs' demand, motivation, attitude and value, which belong to psychology of training, summarize their features as well. Sequently, the special contents affiliated to different level of training effect are elaborated respectively. Further, the author sorts out dimensions used to estimate and contents used to check.The fourth part is to study the evaluation system. The passage, on the basic of research, designs the questionnaire used to screen initial evaluation indicators. Then the grades that sign the importance of indicators are got by the experts. Furthermore, the final indexes are selected after caculating these indicators'mean value, standard deviation, coefficientofvariation. At the end, the author sets all indexes' weight by analytical hierarchy process, and builds up training performance evaluation system.The fifth part is practical research. Z company is chosen as an case, the article based on the training of communication effectively assesses the effect, including requirements to be met, cognition acquisition, work behavior improvement, performance contribution. Meanwhile, the following means are all applied, such as, investigation, test, behaviorratingscale, performance appraisal. At last, fuzzy comprehensive evaluation method is employed to make conclusion, as a result, this training in Z company is effective.