The question of discusstion is train evaluation of performance belong to humane resource category . commonly , tow aspects are going to reach after the behavior changing belong employee and stuff and contribution to produce and management new adding human capital value 本课题培训绩效的评估研究领域属于人力资源范畴。培训绩效的评估(简称培训评估)一般从员工培训后行为变化和和投资回报率两个方面进行。
From training evaluate reasons and methods and conceptual design of training evaluate , discusses issues of the evaluation of training effect of enterprises , in the hope of offering some reference with beneficial for the evaluation of training effect of enterprise 从培训评估的原因、培训评估的方法和培训方案设计3方面入手，对企业培训效果评估的有关问题进行了论述，以期为企业培训效果评估提供有益的参考。
The aspect is to the employee and stuff behavior changing and inflection reached , that is called the fourth class model of train evaluation of performance kokobotlie " s feedbacking , learning behaviting , resulting for employee and stuff mainly , it is called the train evaluation of the determine nature 第一个方面针对员工行为变化、影响进行研究的，主要是用柯克帕特里的反应、学习、行为和结果四级培训评估模型，一般称为定性评估。
The seconed aspect is researched for coming into being human capital adding quantitatively after employee and stuff had been trained mainly , it is used phlipous " training evluate model of five class investment return ratio , it is called the fix quantity training evluate 第二个方面针对员工培训后对企业经营效益贡献进行研究的，主要是用菲力普斯的第五级投资回报率评估模型，一般称为定量评估，本研究完成的是柯克帕特里的四级培训评估模型。
Starting from the five - year development strategy of guangzhou metro corporation , the author analyses the relationship between the corporation ' s staff training program and strategic program , the training organization , training contents , training methods and training evaluation systematically 案例分析部分从地铁五年发展战略规划入手，运用系统的观点分析了广州地铁培训规划与战略规划的关系、培训组织架构、培训内容、培训方法、培训评估。
Training evaluation not only connects with effectiveness of training department , but also influents the whole human resource management . this article is based on labor economy and management theory , and along with newest practice outcome , analyze and study the training evaluation deeply 本文以人力资本理论为依据，结合现代人力资源开发与管理的前沿思想以及企业培训工作的最新实践成果，对企业培训评估工作及其存在的问题做了较为全面、深入的分析和研究。
Then , through the analysis of the experiences , itcompares the domestic models of the training so as to combine the perceptual knowledge with rational knowledge . the second section analyses the history of training of guangxi schoolmasters and the present situation in order to gamer relevant information and recognize the regulation so as to identify the direction of the training . based on the above situation , regulation and the tendency , the third section puts forward construction connotations for the training model . the fourth section raises constructive proposals : that is to establish training models based on the administration , instruction , goals curriculum , the faculty training evaluation 从校长培训的管理、教学、目标、课程、师资队伍建设和培训评估等方面去构建：在管理上， “计划”与“需求”相结合；在教学上，以教学实践活动为中心的多维教学模式；在课程上，以提高校长综合素质为核心的集群组合式课程：师资建设上，专兼结合、科研促进、强化培训；培训评估效益化等，从而构成了符合广西实际的中学校长培训模式体系。
However , according to requirements of the lifetime education and quality education , also with the coming of knowledge economy and the development of education and the promotion of the competence of the school masters , the old training patterns fall behind the present situation . obviously the administration , instruction , curriculum and evaluation of the training , and its faculty do not match with the situation . they severely influence the effect of the training , the promotion of the quality of the schoolmasters and the practice of quality education 广西中学校长培训经“八五” “九五”十年的努力，取得了不小成绩，但根据终身教育、素质教育的要求，随着知识经济的到来，教育的发展和校长素质的不断提升，原来的校长培训模式已落后于形势发展要求，在培训管理、培训教学、培训课程、师资队伍、培训评估等方面明显滞后，这些问题严重影响到培训的成效、校长素质的提高以及素质教育的实施。
The countermeasures include : making training plans to regularize employee training , analyzing the demands for training , choosing trainers in line with training content , dividing trainees in accordance with their levels , and establishing a sound assessment system together with an incentive and restrictive mechanism 应采取的对策为：制定培训计划，组织定期培训；使用快速培训需求分析；根据内容选择合适的培训人员；分层培训；建立合理的培训评估体系与激励约束机制等。
The so ? called training effect assessment is , during the in - service personnel training organized by the enterprise , according to the training aim and requirement , by the use of the certain assessment target and measure , to inspect and evaluate the link of the training effect . in fact , it is the process of the value assessment on the personnel training activity 通过运用构建的培训评估体系理论,对2005年首期全省邮政农村支局长培训进行实例分析,在反应、学习、结果三个层面进行培训效果评估,撰写评估报告,充分验证吉林邮政培训效果评估体系的可操作性和适用性。
