| Talent is an important foundation and resource for the development of a country and society,and a core force driving economic,technological,cultural and social development.Today,in the era of globalization,information and knowledge,the importance of talent is more prominent.With the rapid development of science and technology and knowledge,high-quality,innovative and professional talents are needed in every field.Talent has become one of the important symbols for enterprises to measure their own development level,forcing enterprises to pay attention to the cultivation and reserve of technical talents.The research object of this paper is TZ Group,which has a long history in China’s machinery manufacturing industry and has a large number of national technological achievements.TZ Group has formed a relatively complete training system for technical personnel,but lacks an effective training effect evaluation system,and the training management has been unable to meet the needs of enterprise transformation and upgrading under the "China Smart Manufacturing" strategy.Therefore,how to scientifically improve the training effect of technical personnel and realize the competitive advantage of technical personnel has become an urgent problem for TZ Group to solve.Based on the relevant research results of training effect evaluation at home and abroad,combined with the operation reality and development strategy of TZ Group,this paper constructs the evaluation index system of TZ Group’s technical staff training effect and carries out empirical research and case application.The research conclusions of this paper are as follows:(1)In this paper,it is found that there are four major problems in the training effect evaluation of technical staff in TZ Group: single training effect evaluation method,incomplete training effect evaluation content,ineffective feedback of training effect evaluation results and loose management of training effect evaluation.(2)In this paper,based on the hierarchical and procedural evaluation of TZ Group’s technical personnel training effect,the CIPP model is integrated with Kirkpatrick four-level evaluation model,and the TZ Group’s technical personnel training effect evaluation index system is established(including target level,3 first-level indexes,8second-level indexes and 23 third-level indexes).Through the application of the case,it is concluded that the evaluation of A3 in the training summary stage of the first-level index and the result layer of B8 in the second-level index play an important role in the evaluation of the training effect of technical personnel in TZ Group.(3)Based on the application results of TZ Group technical personnel training effect evaluation index system,this paper puts forward four countermeasures to improve the effect of technical personnel training: improving the formulation of training plan,strengthening the training of teachers,broadening the training methods and methods,optimizing the training evaluation team;In order to guarantee the implementation effect of the improvement countermeasures,this paper also formulated four safeguard measures: strengthening the top-level strategic support,increasing the investment of training resources,constructing the results-oriented training effect evaluation incentive mechanism,and creating a good atmosphere for training transformation. |
