A Research On Evaluation Method Of Enterprise Mobile Learning

Since the 21st Century, more and more attention has been paid to the value of People, enterprise training which is an important way to guide enterprise staff to acquire knowledge, improve skills, improve service, had got much attention of managers. With the big change of the world economy environment, the demand of the modern enterprise to the diversified training means is getting bigger. As the era of mobile Internet is coming, with the continuous upgrading of mobile Internet technology, mobile communication technology and mobile communication equipment manufacturing technology, the Mobile Learning which as a new generation of remote training mode gradually stepping into people’s vision. Through the mobile equipment to get knowledge at any time according, Mobile Learning broke the limits on time and place of traditional training with its unique characteristics. Therefore, many companies make it to be an important supplementary of traditional training.But, people found a problem in the application process of M-Learning, cause the time and content of M-Learning is fragmented, the learning terminal, platform and interactive mode is also different from the traditional way of learning, which makes the traditional training evaluation system can’t effectively evaluate the effect of M-Learning, it has become a problem that must be solved in the application process. By a large number of literature retrieval and research we can find that, at present, the academic research of M-Learning mainly concentrated in advantage analysis, outlook of prospect, system building and learning resource management, and the model research on training evaluation has not been involved in M-Learning, the learning effect evaluation method has not been effectively established. On the other hand, in the investigation of enterprises which have used M-Learning, managers also expressed a strong demand for evaluation model This shows that the evaluation method of M-Learning is a weak link in the related academic research, and has certain practical significance at the same time.In the view of this background, this study use the Four-level Evaluation Model as theoretical basis, combine with the factors analysis and characteristics analysis of M-Learning, and construct a Four-level Evaluation Model of M-Learning. With the help of investigation, interview and questionnaire to Power Corp Y, we finished the job include evaluation index selection, weight distribution. Finally, we selected a M-Learning training class of Power Corp Y as research object, collected data, and made the application of evaluation model. Through the research, the following conclusions are obtained:First of all, M-Learning is a new remote training mode under the background of mobile Internet era, has been used by many enterprises, but the theory research of M-Learning effect evaluation is not enough, and is a weak link in the theoretical research.Secondly, based on the Four-level Evaluation Model of L. Kirkpatrick Donald, the model has a solid theoretical foundation as the evaluation model combined the characteristics of M-Learning. In the process of model application, we obtained the quantitative results, which can provide a quantitative basis for the management of human resources training.Finally, due to the limitation of time and enterprise conditions, there is still room for improvement in the data collection process, the evaluation index and standard can also be optimized during the use of model. This is one of the directions in the future research can be broke through.