“国培计划”项目评估的五层次模型:基于柯氏评估模型的分析建构

Five-Level Model for Evaluating National Training Project: Analysis and Construction Based on Kirkpatrick Model

当前"国培计划"项目评估存在评估维度层次低、评估方法和内容单一、评估信息来源范围窄、评估滞于静止状态等问题,使评估成为"国培计划"实施中最为薄弱的环节,这与"国培计划"的经费投入、参训规模和专业影响不相适应。柯氏模型是现今国际人力资源管理领域公认运用最广泛、最有效的培训评估模型。基于对柯氏评估模型的分析,"国培计划"项目评估可从需求层、反应层、学习层、行为层、结果层五个层级递增的维度进行。实施五层次评估模型还应关注评估指标体系构建、评估结果的适时反馈、评估时间点把握及评估主体多元化等问题。

A number of problems in current evaluation for National Training Project, such as low evaluation level, singular evaluation method and content, narrow and static in evaluation scope and in data have made evaluation the weakest part and incompatible for the investment of the project. Based on the most widely used and popular model in international HRM, Kirkpatrick Evaluating Model, the paper argues that the project should be conducted from ~ve levels （demand, reaction, learning, behavior and result）. The analysis shows that attention should be paid to issues such as the construction of evaluation indicator system, feedback of evaluation results, evaluation time points and diversification of evaluation subject in application of five-Level Model.