Corporate Human Resources Training, Performance Evaluation Studies

The purpose of the article is to evaluate how to perform effective training by way of training performance evaluation, along the sequence of"Is the training effective?"to"What's training results?"and next to"How to evaluate?". In the first step, study their association and difference by defining human resource capital and human resource and then by analyzing the cost and benefit of human resources capital investment based on present enterprise training, and to evaluate training performance from the points of cost revenue and output.To take the actual training of NXP Semiconductor Co. Ltd. (NXP) as example,we analyzed problems in training and then make substantial-evidence for performance evaluation system and process flow. When to set indicators, we make an attempt to amend traditional Kirpatrick four-level model in training evaluation, and incorporate behavior level and results level. According to Kirpatrick four-level model and BSC model, to further divided performance to three-class indicators to reflect the impact on enterprise growth and innovation in the process of building up training evaluation system. By using the quantitative and qualitative analysis methods of Analytio Hierarchy Proeess, Fuzzy Comprehensive Evaluation, estimation methods, SPSS regression analysis, to validate the reasonability and operation in indicator system, process follow, and methods in NXP.Finally, to ensure training evaluation validity and good results, we analyze process flow of training evaluation, and to build up environment security, organization culture security, mechanism security in practice.