How can we evaluate whether the effectiveness of the training has met expectations?
Pfizer evaluates the implementation of the training program based on the training needs and training objectives to see the extent to which the training has achieved the desired results.
Before the training begins, Pfizer will evaluate the employees participating in the training and arrange different training content according to the different levels of knowledge, ability and attitude of the employees. In terms of knowledge, the working knowledge and professional knowledge of employees will be evaluated;In terms of ability, customer service awareness, business awareness, communication ability, interpersonal relationship building ability, team spirit, analysis and decision-making ability, creativity ability, adaptability, efficiency awareness, management and control ability, quality awareness and leadership ability will be evaluatedIn addition, Pfizer evaluates employees' attitudes towards work.
At the end of each training, Pfizer will use the form of exams to evaluate the effectiveness of the training of employees, and will also use games, role-playing or mutual questions and other methods to enable students and trainers to get timely evaluation of the effectiveness of the training.
At the same time, Pfizer will also evaluate the trainee's training satisfaction, skill learning Xi, application of training knowledge and skills on the job, and performance results, such as changes in sales, changes in productivity, and changes in accident rates. Pfizer divides the evaluation of training outcomes into five categories: cognitive outcomes, skill outcomes, emotional outcomes, performance outcomes, and return on investment. Cognitive outcomes were measured by written tests and work sampling;Skill outcomes are measured through observation, job sampling, and scoring;Affective outcomes were measured through interviews and attitudinal surveys;Technical outcomes are measured through observation or collection of performance records;ROI is measured by identifying and comparing the costs and benefits of a project. In addition, Pfizer conducts a survey of the trainees' supervisors to obtain feedback to provide an organizationally holistic assessment of the results of the training implementation.
[References].
1, Peng Jianfeng, Xiang Xue, Xue Dongxia. Pfizer: Escorting the world's health. 2013
How can we evaluate whether the effectiveness of the training has met expectations?
Pfizer evaluates the implementation of the training program based on the training needs and training objectives to see the extent to which the training has achieved the desired results.
Before the training begins, Pfizer will evaluate the employees participating in the training and arrange different training content according to the different levels of knowledge, ability and attitude of the employees. In terms of knowledge, the working knowledge and professional knowledge of employees will be evaluated;In terms of ability, customer service awareness, business awareness, communication ability, interpersonal relationship building ability, team spirit, analysis and decision-making ability, creativity ability, adaptability, efficiency awareness, management and control ability, quality awareness and leadership ability will be evaluatedIn addition, Pfizer evaluates employees' attitudes towards work.
At the end of each training, Pfizer will use the form of exams to evaluate the effectiveness of the training of employees, and will also use games, role-playing or mutual questions and other methods to enable students and trainers to get timely evaluation of the effectiveness of the training.
At the same time, Pfizer will also evaluate the trainee's training satisfaction, skill learning Xi, application of training knowledge and skills on the job, and performance results, such as changes in sales, changes in productivity, and changes in accident rates. Pfizer divides the evaluation of training outcomes into five categories: cognitive outcomes, skill outcomes, emotional outcomes, performance outcomes, and return on investment. Cognitive outcomes were measured by written tests and work sampling;Skill outcomes are measured through observation, job sampling, and scoring;Affective outcomes were measured through interviews and attitudinal surveys;Technical outcomes are measured through observation or collection of performance records;ROI is measured by identifying and comparing the costs and benefits of a project. In addition, Pfizer conducts a survey of the trainees' supervisors to obtain feedback to provide an organizationally holistic assessment of the results of the training implementation.
[References].
1, Peng Jianfeng, Xiang Xue, Xue Dongxia. Pfizer: Escorting the world's health. 2013