作　　者： ; ; ;

机构地区： 广州大学经济与管理学院

出　　处： 《广州大学学报（社会科学版）》 2004年第9期52-56,共5页

摘　　要： 以往的评估方法误导企业通过经营业绩来衡量培训投资的回报和培训的价值,实际上却难以在培训与经营成果之间建立起直接的联系,严重影响企业培训投资的信心、热情和员工培训的健康发展。文章认为培训对企业的贡献并不是直接用经营业绩或经营成果的指标来衡量,而是必须通过受培训直接影响(从而影响经营业绩)的员工的心理状态、行为表现和行为结果在培训后所发生的变化来衡量。文章还分析了四类不同培训的效果评估的内容和方法。 The existing methods of evaluation in training are misleading in telling companies to evaluate the return of training investment and the value of training in terms business profits. It seriously affects the company's confidence and passion in training investment because it is difficult to build up a direct relation between training and the outcomes of management. It also consequently influences the development of training. We argue that the contribution of training to the company should not be evaluated directly by the achievement or outcome of management. It should be evaluated by the direct outcome of training that would affect the outcome of management. The direct outcome of management are those changes of trainees' mentality, behaviors and their results. This paper, in addition, also analyzes the content and methods of four categories of training.

关 键 词： 员工培训 效果评估 行为结果 经营成果

领　　域： [经济管理] [经济管理]