基于柯氏模型的外企培训评估案例研究
发布时间：2018-08-19 09:25
【摘要】：随着社会经济的发展,企业规模的迅速扩大,公司开始关注于建立一个成熟的通道,培养优秀的人才强化公司的竞争力,同时为员工发展提供更大的平台,提高员工的敬业度。基于此目的,企业培训在公司的地位不断提升,企业大学、内部讲师等项目相继出现。但是大多数企业在强调如何给员工提供更优质的培训时,忽视了一个至关重要的问题:如何更准确地衡量培训的结果。培训的目的是提升绩效,因此选择合适的培训评估方式去衡量培训是否达到了预期的目标和培训一样重要。论文为案例研究,以柯氏四级评估模型为理论基础,对SSC公司的《专业PPT设计与汇报技巧》培训课程的培训效果进行评估。笔者先分析了SSC公司目前的培训评估现状:评估形式单一,大多仅采用问卷调查法进行培训效果评估;评估流程不完整,仅能实施评估的前两个级别的评估,很少甚至从未实施过第三级和第四级评估。笔者从SSC公司培训评估现状出发,探寻并实践了一条柯氏四级评估的可行之路,在第一级的评估采用问卷调研法来收集学员对培训的满意度,并且不同于一般问卷通过数学平均值来分析数据的分析方法,笔者通过AHP法计算调查结果的加权平均值来进行满意度的衡量。第二级的评估将学员培训前后的PPT演示报告进行对比,以评估学员对PPT技能的掌握情况。第三级的评估为学员设计了“531”行动计划表,衡量其在行为方面发生的转变。第四级的评估采用访谈的方式,了解PPT培训得到的货币收益和无形收益来对培训的结果进行评价。通过柯氏四级评估发现,此次的专业PPT设计与汇报技巧培训取得了较好的效果,学员对培训评价较高,能在后续的工作中能将所学内容学以致用,并且可以帮助其他在PPT方面有问题的同事,对整个组织带来了良好的影响。论文的创新之处在于将在AHP的基础上,创造性地使用加权平均数衡量学员满意度;第一次将“531”行动计划表引入第三级评估,给第三级评估带来了新的评估方法,“531”行动计划表不仅操作简单,便于实施,而且易于评价。此次实践给SSC公司带来了一次完整意义上的柯氏四级评估,丰富了培训评估的手段,对以后的培训评估有着重要的方法论和实践指导意义。
[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.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：G726
[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.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：G726
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