And Influencing Factors Of Enterprise Training Effect Evaluation Research

The twenty-first century is generally accepted as an economy century with informationand knowledge. The competition for talent among companies attracts plenty of attention;they begin to focus on the development and application of human resource. Undoubtedly，a talent， for the company， is of great importance. Only with high-level elites， thecompany can finally be successful. Therefore， in order to promote innovation andstrengthen advantages， enterprises need to improve their employee’s comprehensivequality. One significant solution is to train the employee. However， at present， thetraining processes in enterprises often overlook the characteristics of their staff and theattribute of the knowledge. Using a single one-way to train staff， obviously， resulting inpoor training outcome.In fact， there are a lot of new challenges in the training and development field everyyear. Although these challenges are identically different， they share a common theme，that the training effect should be available to the enterprise leaders. That means the leaderscould compare their investment expenditure with gains.Based on the Kanfer theory, this study uses factor analysis and structural equationmodel to research practical training data of a large enterprise (796samples) and discussesboth the general self-efficacy theory and achievement motivation theory on individualcharacteristics. Then systematically studies the training effect and influence of learningreaction, learning effect and intrinsic motivation.The paper finds that both of the achievement motivation and self-efficacy theories notonly could directly lead a positive effect on training effect, but also influence the trainingresults by achievement goal orientation. Compared with training response and traininglearning (antecedents), goal-orientation has a more obvious effect on interpretation. Thatmeans the learning goal and performance-approach goal of goal-orientation will have apositive effect on training effect. Oppositely, the performance-avoiding goal will have anegative effect on it. At the end of the paper, some suggestion has been given to improvethe model, as well as some disadvantages of the research have been pointed out for furtherresearch.