With China’s entering into WTO, enterprises are facing more and more pressure of competition. Many companies are coming to realize the importance of personnel training, and they have put more emphasis on it. How to evaluate the effectiveness of training? This is what the training directors are often care of and care about. When the trainees are asked how they feel about the training program, they often just say “not too bad” or “pick a lot from the training”. But we want to know the exact number of “a lot”. To many entrepreneurs, personnel’s training is a kind of investment for the future of their companies， and increasing number of them have put more and more emphasis on the effectiveness of their training.
    

But how can we evaluate the effectiveness of the personnel training? Which evaluating model is best? And how many steps are there in an integrated training process? Somebody can begin with the concept of the “evaluation of training effectiveness”, giving introduction for several regular evaluating models, and then can discusse the evaluating process based on each model.
    

Just like what the “fortune” predicts: in 21 century, the learning organizations will be the most successful company, and the only way to keep their competition is to learn fast than their rivals. So training is one of the pivotal measures to keep the core competition of the organization, and training evaluation is the most important assurance for a training program to fulfill effectively. By discussing the evaluating theory and practice, I hope somebody will provide HR operator some ideas and methods in this field.