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行为层评估是指对受训者培训后岗位表现和工作行为的变化程度予以评判,是对培训成果和价值的追踪考量,较柯氏四级评估之反应层、学习层评估更为直观有效。但是,往往因评估指标、评估方法等因素的缺位,制约了其应用。因此,行为层评估真正落地,必须在理念和方法上寻求突破。一、行为层评估的“难点”柯氏评估将培训效果分为反应、学习、行为和效果四个层次。反应层评估,易操作,应用范围最为广泛,但结果过于感性,会影响真实性和可信度;学习层评估,
The evaluation of the behavioral level refers to the evaluation of the degree of post performance and the change of the job behavior after trainees training. It is a tracing consideration of the training outcomes and values. It is more intuitive and effective than the assessment of the Keshi Level 4 assessment. However, often due to lack of evaluation indicators, assessment methods and other factors, has restricted its application. Therefore, the assessment of the real performance of the ground floor, we must seek a breakthrough in philosophy and methods. First, the behavioral assessment of “difficult ” Korshner evaluation will be divided into training effects into four levels of response, learning, behavior and effectiveness. Response layer assessment, easy to operate, the widest range of applications, but the results are too emotional, will affect the authenticity and credibility; learning assessment,