A Research On Improving The Quality Of Employees' Training Evaluation In Company J

In the 21st century,with China's accession to WTO,the constriction of“The Belt and the Road”and the constant development of market economy,so the construction of talent team has become an important driving force for company's development,and the effectiveness evaluation of training is the“touchstone”for the quality of talent training.As a domestic energy company,J company has attached great importance to training in recent years.The company has taken work plan of talent development project as a guidance to constantly improve the team of company's trainers,build technician workstations,establish new training classrooms,training drills and help the company's development from soft and hard strength.The training work has been listed an important indicator of the company's annual performance evaluation work.It can be seen that the training work has played an important role in the company.However,the training effect of the company is not proportional to the investment of training manpower and training funds.In the daily training of the company,the company has not paid much attention to the evaluation of training effect.It only has focused on organizing training work and finishing training indicator,which can not fundamentally improve the quality of training.In the short-term,the training can not finish very well,which will affect the economic benefits of the company and waste human resource and educational training funds.In the long run,the quality of the company's employees has not been improved and the implementation progress of the company's talent development plan is difficult.It is unfavorable to the long-term development of the company.Therefore,for the company,how to improve the quality of training evaluation in the employees' training,which is of great significance to the improvement of human resource management of the company.Under this background,the paper takes Kirkpatrick's four-level evaluation model as theoretical basis in which deeply analyzes the basic situation and existing problems of the company's training evaluation work,makes use of interviews and questionnaires to select key indicators of training evaluation and gives weights for the indications and combines the actual training cases of the company to collect evaluation data and realize application research of the evaluation methods.At the same time,constructive opinions have also been put forward in the evaluation process and evaluation targets.Through research,the following conclusions are drawn:Firstly,compared with the first and second level evaluation,the third and forth level evaluation of the company is not mature enough.There are many places that need be improved in the evaluation process,including the tools used in evaluation,the indicators used to develop the third and forth level evaluation,the communicative feedback of the evaluation results,the targets' scope of participators in the evaluation and incentive mechanism of the evaluation effectiveness.Secondly,when proposing to improve ideas and methods,I have collected the evaluation materials of several key training projects of the company in recent years.I have made an example analysis for the improvement methods,which has proved the effectiveness of the improvement methods and has provided an example reference for the training managers of the company in the future evaluation improvement work.Thirdly,due to some factors such as the finiteness of time and personal ability,and the limitation of research scope of the company and so on,the study still has shortcomings in the comprehensiveness of the evaluation indicators and the applicability of the evaluation methods.But the research provides a direction for the future study.