Study On Evaluation System Of Overseas Training Project In Tianjin

Prosperous country, talent-based. Human resources has become the mostimportant strategic resources in the era of knowledge economy. In recent years, theCPC Central Committee, the State Council, CPC Tianjin Committee, TianjinMunicipal Government size up the situation, grasp the pulse of the countries and thecity’s economic and social construction, present the working principle of scientificview of talents, and make the decisions to develop the country with talented peoplethrough human resource strategic. For decades, China has actively introducing avariety of much-needed high-level overseas talent and intelligence, and sending allkinds of talents overseas for training and learning, which promote the development ofmajor industries and the construction of the three teams to maintain economic andsocial steady and rapid development, and provide a strong talent guarantee withinternational perspective to promote social harmony and stability. Practice has provedthat the introduction of foreign intelligence played a unique and irreplaceable role inChina’s economic and social development. With the accelerated process of economicglobalization and the advent of knowledge economy, government departments focuson the training costs of inputs and the output of the effect, thus the effectivenessevaluation of training is particularly important.With the summary of Tianjin overseas training development and evaluation, thisarticle draws on Kirkpatrick·s four levels evaluation model, Kaufman·s five levelsevaluation model, Stufflebeam·s CIPP evaluation model, process management theory,training transfer theory, training evaluation mechanism of the United States, Britainand France, to try to figure the evaluation model of Tianjin overseas training project,and put forward countermeasures and suggestions for the implementation of themodel.The innovation of this article is to: First, carry out research in the evaluation processwith the process management theory and training transfer theory throughout the entiretraining project. Second, based on the actual situation in Tianjin and the advancedexperience in civil service training evaluation from the developed countries, designthe evaluation model including three-stage of before-training, in-training andafter-training. Finally, give the proposed policies and measures with a view to the effective implementation of the evaluation model in Tianjin.