【摘要】：隨著社會(huì)經(jīng)濟(jì)的發(fā)展,企業(yè)規(guī)模的迅速擴(kuò)大,公司開始關(guān)注于建立一個(gè)成熟的通道,培養(yǎng)優(yōu)秀的人才強(qiáng)化公司的競(jìng)爭(zhēng)力,同時(shí)為員工發(fā)展提供更大的平臺(tái),提高員工的敬業(yè)度�；诖四康�,企業(yè)培訓(xùn)在公司的地位不斷提升,企業(yè)大學(xué)、內(nèi)部講師等項(xiàng)目相繼出現(xiàn)。但是大多數(shù)企業(yè)在強(qiáng)調(diào)如何給員工提供更優(yōu)質(zhì)的培訓(xùn)時(shí),忽視了一個(gè)至關(guān)重要的問題:如何更準(zhǔn)確地衡量培訓(xùn)的結(jié)果。培訓(xùn)的目的是提升績(jī)效,因此選擇合適的培訓(xùn)評(píng)估方式去衡量培訓(xùn)是否達(dá)到了預(yù)期的目標(biāo)和培訓(xùn)一樣重要。論文為案例研究,以柯氏四級(jí)評(píng)估模型為理論基礎(chǔ),對(duì)SSC公司的《專業(yè)PPT設(shè)計(jì)與匯報(bào)技巧》培訓(xùn)課程的培訓(xùn)效果進(jìn)行評(píng)估。筆者先分析了SSC公司目前的培訓(xùn)評(píng)估現(xiàn)狀:評(píng)估形式單一,大多僅采用問卷調(diào)查法進(jìn)行培訓(xùn)效果評(píng)估;評(píng)估流程不完整,僅能實(shí)施評(píng)估的前兩個(gè)級(jí)別的評(píng)估,很少甚至從未實(shí)施過第三級(jí)和第四級(jí)評(píng)估。筆者從SSC公司培訓(xùn)評(píng)估現(xiàn)狀出發(fā),探尋并實(shí)踐了一條柯氏四級(jí)評(píng)估的可行之路,在第一級(jí)的評(píng)估采用問卷調(diào)研法來收集學(xué)員對(duì)培訓(xùn)的滿意度,并且不同于一般問卷通過數(shù)學(xué)平均值來分析數(shù)據(jù)的分析方法,筆者通過AHP法計(jì)算調(diào)查結(jié)果的加權(quán)平均值來進(jìn)行滿意度的衡量。第二級(jí)的評(píng)估將學(xué)員培訓(xùn)前后的PPT演示報(bào)告進(jìn)行對(duì)比,以評(píng)估學(xué)員對(duì)PPT技能的掌握情況。第三級(jí)的評(píng)估為學(xué)員設(shè)計(jì)了“531”行動(dòng)計(jì)劃表,衡量其在行為方面發(fā)生的轉(zhuǎn)變。第四級(jí)的評(píng)估采用訪談的方式,了解PPT培訓(xùn)得到的貨幣收益和無形收益來對(duì)培訓(xùn)的結(jié)果進(jìn)行評(píng)價(jià)。通過柯氏四級(jí)評(píng)估發(fā)現(xiàn),此次的專業(yè)PPT設(shè)計(jì)與匯報(bào)技巧培訓(xùn)取得了較好的效果,學(xué)員對(duì)培訓(xùn)評(píng)價(jià)較高,能在后續(xù)的工作中能將所學(xué)內(nèi)容學(xué)以致用,并且可以幫助其他在PPT方面有問題的同事,對(duì)整個(gè)組織帶來了良好的影響。論文的創(chuàng)新之處在于將在AHP的基礎(chǔ)上,創(chuàng)造性地使用加權(quán)平均數(shù)衡量學(xué)員滿意度;第一次將“531”行動(dòng)計(jì)劃表引入第三級(jí)評(píng)估,給第三級(jí)評(píng)估帶來了新的評(píng)估方法,“531”行動(dòng)計(jì)劃表不僅操作簡(jiǎn)單,便于實(shí)施,而且易于評(píng)價(jià)。此次實(shí)踐給SSC公司帶來了一次完整意義上的柯氏四級(jí)評(píng)估,豐富了培訓(xùn)評(píng)估的手段,對(duì)以后的培訓(xùn)評(píng)估有著重要的方法論和實(shí)踐指導(dǎo)意義。
[Abstract]:With the development of social economy and the rapid expansion of enterprise scale, the company began to pay attention to the establishment of a mature channel to train outstanding talents to strengthen the competitiveness of the company, at the same time to provide a greater platform for staff development, and to improve employee engagement. For this purpose, the status of enterprise training in the company continues to improve, corporate universities, internal lecturers and other projects have emerged. But when most companies emphasize how to provide their employees with better training, they neglect a crucial issue: how to measure the results of training more accurately. The purpose of training is to improve performance, so it is important to choose the appropriate training evaluation method to measure whether the training has achieved the expected goal. This paper is a case study, based on the evaluation model of Cor's four levels, this paper evaluates the training effect of the training course of "Professional PPT Design and reporting skills" by SSC Company. The author first analyzes the current training evaluation situation of SSC Company: the form of evaluation is single, most of them only use questionnaire method to evaluate the training effect, the evaluation process is incomplete, only the first two levels of evaluation can be implemented. Third and fourth level evaluations are rarely or never implemented. Based on the present situation of training evaluation in SSC Company, the author explores and practices a feasible way of Cor IV evaluation. In the first level of evaluation, questionnaire survey is used to collect the satisfaction of the trainees to the training. And different from the general questionnaire through the mathematical average to analyze the data analysis method, the author calculates the weighted average of the survey results by the AHP method to measure the satisfaction. The second level compares PPT presentations before and after training to assess students' mastery of PPT skills. The level 3 evaluation designed a 531 action plan for participants to measure their behavioural changes. In the fourth level, the results of PPT training were evaluated by means of interviews, monetary gains and intangible gains. Through the evaluation of Cor's four levels, we found that the training of professional PPT design and reporting techniques has achieved good results, the trainees have a higher evaluation of the training, and they can use what they have learned in subsequent work. And can help other colleagues with PPT problems, have a good impact on the whole organization. The innovation of the paper lies in the creative use of weighted averages to measure student satisfaction on the basis of AHP, and the introduction of the "531" action plan into the third level evaluation for the first time, which brings a new evaluation method to the third level evaluation. The 531 Action Plan is not only easy to operate, easy to implement, but also easy to evaluate. This practice has brought SSC Company a complete evaluation of Cor level 4, enriched the means of training evaluation, and has important methodological and practical significance for the training evaluation in the future.
【學(xué)位授予單位】：蘇州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：G726

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本文編號(hào)：2191242