Corporate Staff Training And Assessment

The development and training of labor resources is one of the important parts and key functions of human resources management and development, which means improvement of knowledge, techniques and morals of labors through teaching or experiment in enterprise. In some senses it is the important way of enhancing HR, at the same time, it is the important process of improvement of organization profits. It connects school education to work requirement, enables the labors to adapt themselves to the development and change of society, economy, science & technology and education, and satisfy self-realization as well. It is the important part of modem enterprise institution and education system. Therefore, large-scale education and training of labors is not only the need of realities but strategic importance in modem production and management. Thus, to have a good training, the following principle must be carried out: strategic; theory applying to practice; various teaching; all-round connecting important; active participation; input and output. Staff training includes training, education and development. The evaluation of HRD is an important part of investment management and also is the last part of it .The purpose of evaluation is to make a judgement of reaching expected goals, of working achievement, to sum up experience and lessons, thus to put forward suggestions and better work. The evaluation ideal is the main arguments of evaluation of training, and also is the directive thoughts and basic requirements of evaluating training achievement It must reflect the essence of evaluation and the law of HRD. Evaluation principle specifies ideal. In practice, we must carry out these: 1.Qualitative and quantitative; 2. Scientific and measurable; 3.Testing and diagnostic; 4. comprehensive and important ; 5. Objective and lawful; 6. participate and cooperative. Just because evaluation is a great technical job, as a systematic job, the process is generally divided into three phrases: preparation, carrying-out and effect analyzing. For a long time there's been no effective evaluation pattern, causing bad effect to practice. In 1980's a scholar, Mr Zhao Keqing suggested Set Pair Analysis to solve evaluation of higher education. In fact, it can also directly apply to evaluation of HRD. Practice in return shows SPA can be a characteristic evaluation method, and has a good applied future. As for classified evaluation of HRD, Kirpatrick's Four-Scale Patten is widely used at present: response, knowledge, action and performance. To evaluate the effects of 1-IRD, eight methods are usually practiced in modem enterprise: practice; test; work performance; work attitude test; congener comparison; other's response; following-up; job contraction. Staring from 1960's, the foreign scholars began to research the measurement of investment performance. Recalling the past researching, we can summarize all kinds of measurement into three types: production of HRD investment; single economic index; multiple indexes. In planned economic era, the evaluation is primarily qualitative, lacking certain data to analyze. The process is simplified. So it is quite subjective and cannot be practiced. On the other hand, because of reforming and opening to outside world, we have more chance to communicate with the western cultural, academic field. Some scholars tend to go to another extreme, arguing that only quantitative is the answer to evaluation. So our counterparts are qualitative...