楼兰芥末姑娘
CIRO由该模型中四项评估活动的首个字母组成，这四项评估活动是:背景评估(Context evaluation),输入评估(Input evaluation),反应评估(Reaction evaluation),输出评估(Output evaluation)。CIRO培训效果评估模型的设计者奥尔(Warr.P)、伯德(Bird.M)和莱克哈姆(Rackham)。
英文全称
Context Evaluation,Input Valuation,Reaction Evaluation,Output Evaluation
内容
(1)背景评估:主旨在确认培训的必要性，主要任务有二:其一，收集和分析有关人力资源开发的信息。其二，分析和确定培训需求与培训目标。
(2)输入评估:主要在确定培训的可能性，其主要任务是:第一，收集和汇总可利用的培训资源信息。第二，评估和选择培训资源--对可利用的培训资源进行利弊分析;与此同时，确定人力资源培训的实施战略与方法。因此，输入评估实际上是收集、佐证并利用这些佐证来确定人力资源开发的实施方法。
(3)反应评估:主旨在提高培训的有效性，其关键任务是:第一，收集和分析学员的反馈信息，第二，改进人力资源培训的运作程序。Warr、Bird和Rackham指出，如果用客观、系统的方法对上述信息进行收集和利用，那么学院所提出的意见或观点将会对人力资源培训运作程序的改进产生非常大的作用。
(4)输出评估:主旨在检验培训的结果，其一，收集和分析同培训结果相关的信息。其二，评价与确定培训的结果。培训结果的评价与确认可以按照层次来进行，也就是说，可以对应前述的培训目标来检验、评定培训结果是否真正有效或有益。
对此，Warr等人特别说明，一个成功的人力资源培训项目总会使学员在知识、技能和态度方面发生变化，而这些变化又将通过他们的行为反映出来，并作用于他们的工作业绩，进而，由于学员行为及其工作业绩的变化又促使组织消除缺陷，提高绩效。诚然，这些变化及其结果特别是属于最终目标范畴的变化极其结果，其评估难度往往非常之大，但终究都是可以在培训之中或培训之后进行衡量的。
奥尔、伯德和莱克哈姆还指出，要想使输出评估获得成功，还需在培训项目开始之前对培训的预期目标作出尽可能确切的定义和说明，并针对这些目标，选择或构建好评估的标准。而目标的结果分析与评价，必将有利于改进以后的培训项目。
一人一兀
lms是中科软行业推广部研发的培训管理系统。
中科软行业推广部研发的培训管理系统（简称LMS系统）采用当今流行的java技术，结合成熟稳定的技术框架和强大的数据库支持，形成了一整套专业、高效、科学的培训管理模式和学习模式，培训系统由后台管理系统和前端企业大学组成。
后台管理系统主要对培训信息的维护管理，从培训前的培训需求调研、培训计划制定，到培训过程中的培训实施，以及培训结束后的培训档案入库、评估追踪，做到了对培训管理过程全部业务周期的覆盖，可以满足大型企业对于面授培训管理电子化的要求。
LMS系统的系价值：
培训系统是一个可以扩展和开发的学习平台，能帮助企业拥有专属的在线培训平台，适合各行各业需求。
对于企业来说，加强企业知识的沉淀、管理、传播和创新，增强企业核心竞争力，提高企业生产力与工作效率，增加员工凝聚力，以更低成本了解更多知识、更快地进行学习，提高员工的个人业务能力和企业人员的综合素质。
对于培训管理者来说：减轻了工作负担，丰富自身的教学手段，提高管理水平，提供始终如一的高质量培训，而且效果可量化评估。
对于员工来说：随时随地都可以学习，提高学习的积极性，有目标有方向的学习，自主地在工作中安排学习，个人全面发展，价值提升，同时也加强与他人的交流、协作。
离风携妻同行
1. According to the company optimized the development needs of job allocation, establish positions Competency Model, expand recruitment channels, the establishment of talent pool, completion of the recruitment plan, implement for duty;
2. Timely drafting, updating, organizational design, implementation, monitoring the company's personnel management system to ensure that the interests of enterprises and government compliance with the Act;
3. Is responsible for the development of indicators of performance evaluation and assessment and in accordance with the corresponding adjustment of remuneration and job evaluation results to assist the staff to develop next year's targets;
4. Develop employee training programs, production of training materials and complete the relevant training courses, completion of the training impact assessment;
5. Is responsible for adjusting the pay system, production and audit, employee benefits matters relating to
6. All matters dealing with employee relations and improve employee satisfaction;
7. In charge of administrative examination and approval control of costs. Prepare annual budget for administrative costs, reasonable regulation and control administrative costs.
8. Other administrative management. License file management, organizing all types of employees, property / Green companies signed the contract negotiations, etc.;
9. Is responsible for coordinating, guiding the company's personnel administration subordinates and brothers work.
1. According to the company's recruitment needs of various departments to develop recruitment plans to establish channels of recruitment, organization and participation in recruitment interviews;
2. Is responsible for staff induction training and in accordance with the actual needs of the company arrange for staff training;
3. Responsible for the calculation of the remuneration of staff, four gold management and benefits of the application;
4. Staff Relations processing (re-interviews, exit interviews, labor arbitration, etc.)
5. Is responsible for the assessment of performance appraisal and, based on the examination results of the corresponding adjustment of salaries and positions, to help staff to develop next year's targets;
6. The drafting of various types of personnel files (notice, systems, job responsibilities, etc.);
7. Planning arrangements for the company's various activities (annual trips, hikers, physical examination, etc.);
8. Is responsible for coordinating and guiding the work of subordinates
优质英语培训问答知识库
