Research On The Validation Study Of Newly-hired Civil Servant Training Based On Kirkpatrick Model In Guangzhou

In the era of knowlegde-driven economy,human resources has become one of the key point to strengthen the organization.All kinds of training are important ways to tap the human resources and to cultivate the sense of belonging.Civil servants are organic components of the government,they holds the responsibility of providing public service.Their ability play an important role in finishing the organizational tasks and promoting social development.The newly-hired civil servants are fresh troops of this team,training for them is an important link not only for their own job and career,but also for civil servant team and the performance of the government.Since the <Provisional Regulations for State Civil Servants>been issued in 1993,we established the institution of the civil servant,and made great progress in newly-hired civil servant training system made up of organizational management system,specific educational institutions,course project content and teaching methods.Training for the newly-hired civil servants can be highly targeted,we should always focus on the target,that is to say the effectiveness.We need a scientific evaluation system.The Kirkpatrick Model has an widely application,and shows great advantage.It is also caller four-tier evaluation model,which is made of four progressive levels: reaction,learning,behavior and result.It can be a tool to measure the impact of training to personage,organization and society.While measuring the validation of the newly-hired civil servant training,we can use this model to show the quality and the effect.This model also provide a thinking dimensionAccord to the laws such as <The Civil Servant Act>,Guangzhou has made a lot of attempt,set a whole systems and mechanisms for newly-hired civil servant training.This paper try to combine the Kirkpatrick Model and the newly-hired civil servant training,and analysis the validation of newly-hired civil servant training in Guangzhou from four levels.Based on the that,we put forward three countermeasures: define the demands scientifically from organization,tasks and personage;innovative training system from concept,teachers,content and institution;transform knowledge to effect by rewards and punishment mechanism,atmosphere for application and follow-up assessments.