培训效果评估方法及其应用研究

【作者】 肖娟；

【导师】 孙剑平；

【作者基本信息】 南京理工大学 ， 产业经济学， 2007， 硕士

【摘要】 国家或企业之间的竞争，归根结底是人力资本的竞争。加入WTO后，我国在人力资本投资上的不足渐渐突显出来。一个国家要提高自身的人力资本存量，除了政府加大对教育的投资力度，人力资本投资的另一种形式——企业培训——带来的人力资本的增加也是非常重要的一部分。但现阶段有相当部分企业对培训的战略意义认识不足，因而并未开展全方位的员工培训，例如，注重岗前培训，但对员工在岗培训重视不够。实证分析表明，部分企业对培训战略意义认识不足、培训系统性和力度不够的重要原因，是没有采用恰当的方法去评估培训的效果，从而大大低估了培训的实际效果。本文沿着“培训是否有效果——培训的效果有多大——培训效果该怎么评估”的思路对上述问题进行探讨。首先应用人力资本及人力资本投资理论，从成本收益和产出角度分析培训投资的动机，论述企业开展培训的原因是培训能给企业带来易见的效益。然后，从培训效果评估方法的理论发展概述中，分析了前人研究成果的优缺点，总结了培训效果评估的模型。最后针对培训效果评估实践中常见问题，提出了针对性的化解方法，并结合实例分析验证了本文提出的整体培训效果评估模型。更多还原

【Abstract】 The competition between the countries or the companies is really thecompetition of the human capital investment in the final analysis. After beingone member of the WTO, the shortage of Chinese human capital investment takeson bit by bit. To increase one country’ s quantity of the human capital, thecorporation training is a great form of human capital investment except ofthe form that government increase the investment of the education. It playsa very important part in increasing the human capital investment. However,the entire employee training dosen’ t carry through at present, for a lot ofcorporations haven’ t recognized the tactic meaning of the training. Forexample, many corporations pay much more attention to training before job thantraining on job. Demonstration analysis shows that the reason why somecorporations haven’t recognized the tactic meaning of the training is rightmethods to evaluate the effect of the training wasn’t used, which willunderestimate the real effect of the training.In this study, all the problems mention above are discussed by the routethat is from whether the training is available to how the effect is, and lastto the how to evaluate the effect. At the beginning, the theory of human capitaland the human capital investment are used to analyze the motiveof the traininginvestment in the way of cost-benefit and its output. And the reason why thecorporation wants to carry though training is dissertated, that is salientbenefit can be brought in by training. Then the advantage and disadvantageof the outcome that people have studied before are analyzed from the summaryof the training effect evaluation theory development. Meantime the model oftraining effect evaluation is summarized. Finally, some methods about to solvethe problems which often come out in the practice of the training, and theentire training effect evaluation model is proved by some instances in thispaper.更多还原