Sometimes the training assessment of the reaction layer good training course, but not to the supervisor's approval. Students generally reflect the students before and after training and no behavioral changes, even psychology consciousness also didn't see any improvement, what is the cause of the difference before and after the inconsistent?
From the perspective of training evaluation, reaction layer and behavior layer are the subjective wishes of students, can be achieved. When assessing and training departments deliberately create in training management environment, to evaluate the perceptual cognition, training evaluation result is good. Perhaps this is to listen to the excited. Think back to the root of your touch, motionless.
Figure two
Master the key reaction layer evaluation, is to test the effect of training should be the premise, process to guide the students to reflect and self diagnosis.
Response assessment embarrassment: > rational sensibility
At present, some companies will course satisfaction as one of the indicators of training managers or trainers. Therefore, led directly to the training of trainers and managers of one-sided pursuit of high satisfaction, and ignore the quality of the course. Usually, we are in training courses, training, training effect of multi-dimensional evaluation training of course.
So in the design of the questionnaire, will often ask the students subjective impression of how the above dimensions. The most effective way is to use the perceptual cognition to improve the score, let students make the most favorable evaluations in the "training atmosphere and interaction skills" good.
Is it sounds absurd?
High satisfaction with courses that good quality, are not so good?
In fact, there is a core technique, is how to design the training assessment questionnaire.
Because only when the premise of our human nature theory, and students have some knowledge of training evaluation, students are made to believe the true answer to each of the evaluation options. Starting from the student perspective for training evaluation is not true feelings, but with their perceptual cognition.
Contains at least common perceptual thinking:
1 students thought that the training is the headquarters of the organization of the company / evaluation quality, are the same. As the evaluation of "good", but also save trouble for himself;
2 some students think, can not say that it is "good" evaluation, is also to support training programs;
3 some students think training managers hard hitting low is not good, or to give high marks;
4 some students think the trainer is humorous, the whole process has been a sparkling discourse, interactive training, relaxed and happy, feel good, and good evaluation "";
5 some students met many new friends in the training process, a very good impression on them, how to evaluate the "bad", may have no such training opportunities;
6 more students think that multimedia data records the whole process, let yourself feel the strong atmosphere of training, scoring naturally not low.
These perceptual thinking make training response evaluation "effect" significantly improved, but these are not representative of employees to acquire new knowledge in the process of skills, skills.
In fact, if students cannot prolong memory curve of curriculum content, the training is easy to become a talk show. Training managers if only to cater to the students' perceptual preferences, in order to increase the training response assessment results, and the words of the training course itself is a blow, resulting in on the market a lot of training courses many do not watch the situation.
If you want to analyze any meaningful data from the training evaluation, such as the students' learning style, the organizational learning force model and so on, we should exclude is the uncertain factors lead to the deviation of data.
So, I think the real evaluation of the reaction layer, can not simply be students intuitive feelings as the basis for this assessment, and should be based on the course content in the absorption and transformation of students. Students on the basis of evaluation for the effectiveness of the curriculum, as a learning evaluation, an important prerequisite and basis for the behavior assessment and results evaluation.
If the reaction layer is to explore whether the assessment is poor, because the course itself caused, otherwise it will waste a lot of manpower, material resources in the follow-up assessment, financial resources. At the same time, based on their efforts to create atmosphere, we must pay special attention to students behavior into the intention.
On the other hand, the reaction layer evaluation is better, and spend a lot of time to implement follow-up assessment found ineffective, is easier for students or other factors lead to the course content not landing. This conclusion is not conducive to the improvement of training project design.
The nature of response evaluation: self benchmarking
Application of response evaluation, started from the design scheme evaluation. Correctly guide students to self benchmarking is the common assessment. Because most training is in the "Yangchangbuduan" training courses, pertinence and effectiveness of students is sure to give to the most direct feedback.
Therefore, the training needs survey based on the psychological gap of the curriculum content before and after the excavation of the training of students, guide students to conduct performance benchmarking is an effective method.
In the process of training interactive skills necessary to stimulate students thinking indeed, lead to students of your interest, let the students learn empathy, to facilitate the transformation of the training results. Therefore, the content of evaluation should focus on the response of the students through training or learning, for curriculum knowledge presentation, training as an important role in promoting and guiding the student's learning, also should be natural in the assessment range.
A response assessment content from this angle, we can draw the following items such as evaluation:
* the training of professional guidance, let me understand the new knowledge;
* the interaction of elaborate design, let me better into the curriculum;
* case is novel, let me understand the relevant knowledge;
* I get trainers timely answer;
* structure related curriculum knowledge is good, I understand the knowledge points of the system help;
* the curriculum content and the work of high fit, enlighten my creative work.
From these questions, we can find that all the items are based on student assessment of response to "I" to start. Focuses on the shallow training courses and training performance evaluation into deep students' self perception. From the superficial teaching behavior to deep teaching on the influence of students behavior, response evaluation, really can let the student be touched and harvested.
This process, compared to the perceptual cognition, is more credible, especially in the premise of weakening the perceptual cognitive effects, to focus on training project evaluation quality.
Return to rational, reflect the training effect of training assessment of response can be relatively real. In the evaluation of the training spell, training managers should pay more attention to the design of the training project. The continuous use of innovative teaching methods and learning hybrid methods, let the students benefit from training and learning. The statistical results of the pursuit of training data one-sided. Essentially rely on training to improve performance or have the order reversed, but the purpose is Arabian Nights.