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摘要
摘要
当前，科学技术飞速发展瞬息万变，经济市场白云苍狗，企业间竞争越来越紧张
严重，变成企业人才的竞争，企业人才素质的竞争，企业培训更是习以为常。科学的
培训工作，不仅可以持续提升员工自身技能水平；提升其岗位胜任力，进而实现企业
员工的人生追求；又能够使企业保持员工的稳定性，进而培养企业员工的主人翁意
识，企业荣誉感；在日常工作中也可以不断的提升企业员工的内驱力。为了更好地适
应纷繁多变的经济环境，实现企业的战略目标，CT公司成立企业大学对企业员工开展
有系统性、针对性的员工培训。新成立的企业大学急于向企业决策层证明培训带给公
司的利益远远大于培训费用的支出；企业培训支出是有必要的。至此培训后评估就显
得非常的有必要有意义且不容忽视。
本文主要以 CT公司岗位培训效果评估为研究对象，采用文献研究法、调查研究
法、数理统计法和案例研究的方法进行分析阐述。从最具代表性的五种评估模型中选
择了柯氏四级评估模型为基础来提出 CT公司岗位培训评估优化流程。对 CT公司岗位
培训的目标、培训的流程以及培训后评估的三个方面进行阐述。使用调查研究法整理
收集了 CT公司《培训需求调研表》其中包含业务部门、员工个人信息、工作现状、个
人建议、期望解决问题、期望培训方式、期望培训时长等，利用问卷调查表对 CT公司
岗位培训评估进行深入调查，通过关键事件法、任务分析法分析得出 CT公司岗位评估
存在的问题：评估手段单一，与目标脱节；评估理念落后，评估层次低；评估主体单
一，流程不规范；评估反馈敷衍，指导作用差。针对 CT公司岗位培训效果评估所存在
的诸多问题，本文分别从组织层面、认知层面、资源层面以及操作层面四个部分来进
行原因分析。进而在 CT公司岗位培训评估现有基础上从培训评估前期准备、制定评估
目标、培训评估实施到培训评估报告的撰写几个方面，给出 CT公司岗位培训评估改进
优化建议并提出相应的保障措施。
为此，本人希望通过这次研究，对 CT公司岗位培训评估进行改进优化，力求提升
本公司的培训项目管理水平和效率，形成本公司特有的培训评估流程，进而为公司的
成长和业绩带来贡献。
关键词：岗位培训，培训评估，评估模型，柯氏四级评估
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西北大学硕士学位论文
ABSTRACT
At present, with the rapid development of science and technology and the rapid changes in the
economic market, the competition among enterprises is becoming more and more serious,
which has become the competition of enterprise talents, the competition of enterprise talent
quality, and enterprise training. Scientific training can not only continuously improve
employees' own skill level; Improve their post competence, so as to realize the life pursuit of
enterprise employees; It can also make the enterprise maintain the stability of employees, and
then cultivate the sense of ownership and sense of honor of employees; In daily work, it can
also continuously improve the internal drive of enterprise employees. In order to better adapt
to the complex and changeable economic environment and realize the strategic objectives of
the enterprise, CT company has established an enterprise university to carry out systematic
and targeted employee training for enterprise employees. Therefore, enterprise universities are
eager to prove to enterprise decision-makers that enterprise training expenditure is necessary;
The benefits of training to the company are far greater than the expenses of training expenses.
Therefore, training evaluation is very necessary, meaningful and can not be ignored.
This paper mainly takes the on-the-job training effect evaluation of CT company as the
research object, and analyzes and expounds it by using the methods of literature research,
investigation and research, mathematical statistics and case study. From the five most
representative evaluation models, the Kirkpatrick evaluation model is selected as the basis to
put forward the optimization process of CT company's on-the-job training evaluation. This
paper expounds the objectives of on-the-job training, training process and post training
evaluation of CT company. The training demand survey form of CT company is sorted and
collected by using the survey and research method, including business departments,
employees' personal information, work status, personal suggestions, expected problem solving,
expected training methods, expected training duration, etc. the on-the-job training evaluation
of CT company is deeply investigated by using the questionnaire, through the key event
method The task analysis method analyzes the problems existing in CT company's post
evaluation: the evaluation means is single and out of touch with the goal; Backward
evaluation concept and low evaluation level; The evaluation subject is single and the process
is not standardized; The evaluation feedback is perfunctory and the guidance function is poor.
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