Management Training and Performance Evaluation Review Index Index System

Abstract: literature review and expert interviews with the means to enterprises in Shandong Province as the Research object, try to build an application, operational management of a strong training effect evaluation index system to address the current lack of practical and effective management of training effectiveness evaluation target system or target system is not fully the status quo.

Keywords:: management key indicators of training effectiveness evaluation

In the field of human resource Development, the most popular topic, but also the most difficult problem is to evaluate training effectiveness. On the "training effect assessment" concept, Professor Raymond A �� Illinois, means "to collect the training results to measure the effectiveness of the training course "; and the UK Management Services Committee (MSC) will be defined as" used to determine whether the stated objectives of the training process. "Training is a training needs analysis, training design, training implementation and training effectiveness evaluation composition of the system, if carried out the first three links, then more and more enterprises to pay attention, training effectiveness evaluation is far behind the pace of training. For a long time, business training for managers to assess the effect of training did not significantly reduced training effects, thereby affecting the Development of enterprises. and enterprises do not attach importance to impact assessment is an important reason is the lack of a scientific management training effectiveness evaluation index system.

Impact assessment is a synthesis of the information of the evaluation indicators to assess whether the results of objective, accurate, first of all depends on the object to be comprehensive - the evaluation index of information is accurate, comprehensive and representative, the selection of evaluation indicators and evaluation index system design is appropriate, comprehensive assessment of a direct impact on the conclusions. Thus, what indicators selected to describe the effect of management training is important to solve this problem. This approach is taken in selection of indicators refining literature and expert interviews.

First, management training, Research impact assessment indicators and targets for the initial construction review
(A) on the management of evaluation indicators of training effectiveness
At present, management of training effectiveness evaluation index of relatively small, and more are some general indicators of training effectiveness evaluation. If Yong, Zhang burning (2001) proposed several aspects of evaluation of training effectiveness: training, technology for the degree, increased degree of efficiency. Yanqiu Yang, Cao Senanayake (2002), staff training and evaluation indicators presented are divided into two categories, hard targets and soft targets. Wanglu Jie, Zhong Lei, Sun Qixia (2002) that the training performance evaluation system, including the cost - benefit assessment indicators and customer satisfaction indicators into two categories. Chen Wei (2006) presented the evaluation of the training program included on the evaluation of teacher training ... ... the overall performance of the work attitude of the trainees, human resource performance indicators, operational indicators, level 4 indicators, 12 secondary indicators, 11 indicators of system level indicators. Xiongmin Peng, Yang Xiaodong (2007) According to Kirkpatrick's four levels of training effectiveness evaluation model designed to assess indicators: response indicators (such as the satisfaction of the trainees, etc.) learning indicators (such as marketing knowledge, counseling skills, selection techniques, etc.), behavioral indicators, outcome indicators (such as training costs, organizational Development of the situation, etc.). Xiao Juan (2007) decomposition of the training impact assessment indicators are: reaction type (for training interested in training to help the working level, etc.), study type (level of knowledge and learning, etc.), income class (training on the contribution of the monetary value of the enterprise), strategic support class (staff turnover, etc.).

However, management training, due to the characteristics of their training, impact assessment are different from the general staff, and are therefore, the effect evaluation index also has its own uniqueness. Although relatively little Research in this area, but still provides us with the design indicators basis.

1.William H. Clegg's point of view? Hao? Correct. American scholar William H. Clegg (1987) of 639 business executives surveyed, the results show that respondents believe that the management of the importance of training effectiveness evaluation index ranking should be: to improve performance, the participants of the training response to the growth of student knowledge, student skills improve, students change in attitudes, business operations performance improvement, the evaluation of the curriculum, taught curriculum evaluation, follow-up courses The level of demand, the organization of the evaluation of training activities, business manager of the course recommended by the degree of motivation level of students, the participation of trainees, training costs.

2. Domestic scholars point of view. Xiaoming Zheng (2004) Professor and content assessment of the performance indicators for process evaluation and outcome assessment of two aspects.

Management Development process assessment indicators include sound management Development plan, with measures relevant and appropriate evaluation and monitoring of management measures. Comprehensive HRD plan including: identification of HRD needs and build the object and the object management development, curriculum design, Education and training technology Selection and determination. associated with the measures include: teacher's choice, on the understanding by the developer, time venue arrangements, before and after development of the relevant measures. appropriate evaluation and monitoring of management measures include: results-oriented assessment of the content index Assessment Program content. outcome evaluation indicators include internal and external results of both results. Internal achievements include: The views of developers and satisfaction, learning achievement assessment. External results include: work by developers in the status of the changes, the organization the overall impact and effectiveness.

Qi Tao, Wang Zhong-ming (2006) in the context of management training, evaluation results presented in the training can be used as a training effect of adaptive performance of an important aspect of the effectiveness of the subject. Accordingly, the developed pressure and emergency response includes, innovative solutions problems, job continuous learning, interpersonal and cultural adaptation of four factors, a total of 25 projects of the adaptive performance of the questionnaire.

Cao Ruling (2009) proposed a heuristic training courses, practical training courses, class participation, students, teachers, classroom atmosphere and appeal, the teacher explained the logic and clarity, the participants knowledge and principles of mastery , the students interpersonal and cultural adaptation capacity, enhanced teamwork, improve employee satisfaction, system execution of the upgrading of 22 evaluation.

(B) management based training effectiveness literature initial building evaluation index
In summary a lot about finishing the training effectiveness evaluation, impact assessment of management training based on the results to the training process theory, comprehensive training model and the level of training modules based on the purpose from the management training needs, combined with management training characteristics, the paper pre-selected index system to meet the purpose and principles of the three categories, seven, 29 representative indicators, the indicator definitions, sources and the theoretical basis as shown in Table 1.

Second, based on interviews with experts in management training improved impact assessment indicators
Combination of Research, the purpose of this interview is to understand the purpose of business management training, requirements, management training, and their concerns characteristics of the training effect evaluation index, and through interviews, a summary of the evaluation indicators have been revised, making the evaluation index is more specific, operational.

The subjects interviewed experts were 7, consists of three parts: (1) business management or human resource development and management experts and scholars; (2) the field of management training trainers and organizers; (3) senior management of the enterprise staff. This part of the number of objects do not have a lot, but requires a strong understanding, assessment and training, have a more profound understanding or practical experience.

Expert interviews main issues:
(1) Can you describe your company's development strategy? How the strategy applied to management training to? (2) In recent years, companies which carried out the senior management staff for training activities? Can specifically describe it? How effective do you think? good results or not you think the main reason for what is it good? (3) you understand the business impact assessment in the management training which is often used when the evaluation index? you think is effective? (4) We have summarized a number of evaluation indicators (see above), do you think they are important? (5) Do you think the assessment of whether there are other indicators of need to join?
After the interview, to sort out the interview and evaluation indicators refined.

Finally, the summary of the interview results, combined with the principles of evaluation index selection, the indicators have been summed up items were modified and supplemented. Concrete result: an increase "reflects the learning characteristics of managers" target "was the trainer of classroom participation"; the original "training needs and strategic" targets subdivided into "training targeted", "training goals with organizational strategic goals", "training-planned and targeted," "training needs analysis has targeted" four; increase the "means of advanced training," "active employees" and "corporate employee turnover", "company market share," and other indicators.

Third, management training, establishment of effect evaluation index system and a description of key indicators
Summarized the literature and expert interviews, the result, we draw management training effect evaluation index system, including the three-level indicators, 8 secondary indicators, three indicators 22 and 18 four indicators. As shown in Table 2 Fig.

(A) Training for Class Assessment Index - training needs and strategies
Practice in the enterprise, each enterprise is different, and must be based on the positioning of different enterprises to assess the training, support for enterprise development, development of different indicators system. Training and training focused on expected results from business objectives to determine the correct understanding. training needs analysis and training management activities in the entire first session, which determines whether the aim of training the right target, thereby affecting the ability to design and deliver targeted training courses, and therefore the effectiveness of training plays a a crucial role. Therefore, this paper targets the training to prepare the design stage to identify training needs for business management and strategic ties were discussed. include: targeted training, training goals and organizational strategies are consistent, training, planned and targeted training needs analysis and targeted. reposted elsewhere in the Research Papers Download http://www.hi138.com (b) of the training process, evaluation index class
1. Courses. Management training course covers the content is very wide and therefore, the curriculum designed to be reasonable, it can be trained to meet the business and the practical needs to a large extent determine the effect of corporate training. This article , the curriculum covers a class of evaluation indicators of the course enlightening, practical, and three aspects of the richness of the content of the assessment, mainly through management of their own learning experience to be evaluated.

2. Means and methods. This class is designed to assess the indicators: the diversity of training methods, the advanced training tools, mainly for the assessment of management development training in the training methods and content can match. If knowledge of class training, method can be taught, seminars, workshops law; to improve the training and development of integrated capabilities, we can use case study, brainstorming, simulation training, sensitivity training; on behavior modification and psychological training, can be role-playing method, behavior imitation method, expand the training method. At the same time, but also attention to the means of modernization.

3. Teacher's choice. Teachers are the implementers and the specific training guide. The training of teachers both inside and outside the composition can be combined, including both university academics engaged in enterprise management, enterprise management studies Researchers, should also have long been engaged in business management, has extensive leadership experience, or even the success of their own managers. teachers appeal, teacher of responsibility, the professionalism of teachers, etc. will directly affect the management of learning interest and learning. Therefore, the three evaluation indicators as the basis for the right to choose whether teachers.

4. Training of security. This type of indicators used to assess the organization and implementation of training and other aspects of the situation, in which the relevant information materials and preparations, teaching environment and equipment conditions both the migration of the training effect will produce a certain effects; the training schedule is reasonable, the training organization is in place, it will affect the trainees, even where the business of training satisfaction.

5. Management features. In this paper, the training effect of comprehensive assessment system is based on performance and learning the core strategy, so the design of the evaluation indicators specially designed "to be trainers, class participation," the index aims to examine Management training can follow the characteristics of adult learning to fully mobilize the enthusiasm of adult learning.

(C) training class evaluate the results of indicators
1. Personal learning. In the impact assessment system, the personal effects of learning knowledge and skills into effect two. Effect refers to the knowledge through continuous learning and experience gained intellectual progress; skills refers to the effects of is that managers in a particular area of expertise, through learning and experience to obtain the best performance of the production performance and behavior. As managers of occupational roles and quality requirements, effectiveness of management training in the assessment of indicators to focus on whether the decision-making capacity improvement, organization and coordination capacity, innovation capability, continuous learning capability, teamwork and the spirit of improvement and so on.

2. Organizational performance results. Organizational performance improvement is the ultimate goal of almost all the training, but also business owners are most concerned about the goal, but the management training impact on organizational performance is often not so direct, quickly reflected from these targets. Because management training aims to enhance the management capacity through individual and thus enhance the management capacity to achieve the organization's strategic objectives. Therefore, this article using the Balanced Scorecard strategic management tools, performance management tools, designed management training effectiveness evaluation of organizational performance indicators: learning and growth categories, internal processes category, client indicator, financial indicator.


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