Application Of Kirkpatrick Evaluation Model In Training Evaluation Of Core Staff Of J Education Company

The state has successively promulgated policies to encourage enterprises to carry out vocational training,which has accelerated the marketization of education and training,and various education and training institutions have sprung up.Human resources are the core element of the service industry.Training institutions attach great importance to the improvement of employees’ own professional quality,and expect employees to grow with the company,form a joint force,and enhance the company’s competitiveness and sustainable development capabilities.J Education Company keeps up with the pace of the times,pays attention to the cultivation of the knowledge and abilities of its employees,and hopes to train high-quality graduates through high-quality employees to seamlessly meet the needs of e-commerce companies.How to train high-quality employees and achieve the goal of organizational training is a matter of great concern to business managers.Based on the theory of human capital and self-efficacy,this paper draws on Kirkpatrick’s evaluation model(the Korotkoff model for short),and relies on e-commerce courses.The effectiveness of J Education’s employee training activities is from the response level to the learning level.,Behavior layer and benefit layer to evaluate and make suggestions for improvement.Questionnaire surveys,field surveys,and interviews are used to obtain data.The research content includes training content,training teachers,training methods,training arrangements,etc.,and a variety of statistical analysis methods are used to compare and analyze training effects.The comparative evaluation method of before and after testing is applied to the learning layer and the effect layer: the comparison result of the learning layer shows that after the employees are trained,their theoretical knowledge and practical ability have been significantly improved,and the improvement of theoretical knowledge is higher than the practical ability;from the effect layer,The human resources department has also significantly improved the scores of the trainees who received the training;from the perspective of organizational performance,the performance of the service objects-students’ online store promotion and new media marketing courses have been significantly improved compared to before the training.The entropy method and factor analysis are used in the response layer and behavior layer.The results show that the overall effect of employee training organized by J Education Company is good,and the factors that affect the overall satisfaction of employee training are training teachers and training arrangements,especially the teaching of training teachers Activity arrangements,whether the company’s practical experience is rich or not,and whether the arrangement of the training venues is appropriate;the main influencing factor obtained from the factor analysis of the degree of behavior change at the behavior level is the change effect factor.After the training,whether the theoretical knowledge and teaching methods can be used Methods and techniques are integrated into teaching activities,and can actively improve teaching content and can be recognized by students.Match the training effect with the development goals of J Education Company.Further improvements are needed in terms of training teachers,training content,teaching methods and training arrangements.Therefore,in the early stage of training,it is necessary to focus on the selection of training teachers and review the planning of the teaching process.During training,After the training,focus on communication and interaction and follow-up guidance.Strengthen the assessment and supervision of the training process,monitor the mastery of the training content;clarify the time point of the trainee’s behavior change monitoring,conduct multiple evaluations in stages,promote the trainees to experience enough time to improve their own behavior after the training,and internalize the training content.Strengthen the evaluation of the training process and establish a long-term evaluation mechanism,continue to evaluate and improve the trainees within six months to one year after the completion of the training,establish a multi-party evaluation mechanism,and comprehensively evaluate the human resources department,student performance and post-graduation performance.