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1、ConfidentialRev PA18/25/20081ConfidentialRev PA18/25/20081如何使培训真正促进业务的发展2010年4月ConfidentialRev PA18/25/20082Training ProcessCBI 面临的关键问题TNA (培训需求分析)Design 培训设计Evaluation on the job 工作中的评估Delivery实施培训Opportunity to improve performance (改进绩效的机会) Opportunity to correct a performance problem (解决绩效问题的机会)A
2、ssume training problem 假设是培训问题 * First time to ask about Evaluation考虑评估Assume training course 假设需要培训课程*Design evaluation 设计评估Level 1 rather, it must be planned学习的转化不会自然发生, 是计划的结果ConfidentialRev PA18/25/200819Strategies for Effective Transfer of Training 有效的培训转化的策略 The sponsorship of top management高层
3、领导 的支持 The role of middle managers, supervisors and peers before the training is designed and delivered, during the training, after the training 中层经理,主管和同事在培训过程中的作用ConfidentialRev PA18/25/200820Facts 事实 American companies annually spend up to $100 billions on training, but not more than 10% of these
4、 expenditures actually result in transfer to the job. 美国公司每年花费一千亿美元进行培训， 但是只有不到百分之十的花费转换成了工 作上的应用。ConfidentialRev PA18/25/200821Kirkpatricks Four Levels of EvaluationResultsBehaviorLearningReactionConfidentialRev PA18/25/200822培训评估 一级评估: 反应 (Reaction) 教师 教材和场地 教授 满意度 二级评估: 知识 (Knowledge/Learning) Un
5、derstand the concepts, principles 理解概念，原则和 Develop or improve skills 开发或改进技能 Change attitude 改变态度 三级评估: 行为 (Behavior) 四级评估: 结果 (Results)ConfidentialRev PA18/25/200823三级评估：行为 To what extent has on-the-job behavior changed as a result of the training?在多大 程度上工作中的行为由于培训而产生了变 化. Behavior during the train
6、ing： leadership training 培训中的行为：领导力培训 Allow time for the behavior to change 为行 为的变化留有时间。ConfidentialRev PA18/25/200824四级评估：结果 To what extent have results occurred because of the training.在多大程度上结果 的产生是因为培训： Less turnover离职率的减少 Improved quantity/quality of work工作数量和 质量的改进 Reduction of waste浪费的减少 Incre
7、ased sales销售的增加 Return on investment (ROI)投资回报ConfidentialRev PA18/25/200825Defining Results Specifically 具体确定结果Evaluating training results is the process of determining how much and how well training led to 评估培训结果是确定培训再多大程度上和多有效 地导致下列结果: Increased organizational productivity增加组织的生 产力 Improved custo
8、mer satisfaction改善客户满意度 Contributed to realizing the organizations strategic business plan 有助于实现组织的业务战略规划ConfidentialRev PA18/25/200826Practical Use of the Four Levels Start with Level IV and determine with managers what needs to happen (Results) 从第四级开始与管理人员确定需要什么样 的结果。 Then ask “what behaviors (Lev
9、el III) needs to be put into practice to achieve the desired results?” 然后问什么样的行为能帮 助取得所需的结果？ConfidentialRev PA18/25/200827Practical Use of the Four Levels Continue to ask “what knowledge Then ask “what behaviors (Level III) needs to be put into practice to achieve the desired results?” 然后问什么样的行为（三 级评估）能帮助取得所需的结果？
