Rethinking training evaluation: omnidirectional evaluation, range of audience and intentional change
本文提出一个基于有意变革和受众范围两个独立轴心的全方位四层培训评估框架，四个评估层级（识别、消费、利用、实现）可灵活组合，旨在将培训评估从自足的人力资源活动转变为整合的组织活动。
Training evaluation remains an indispensable yet incomplete component of human resource development. In this article, we introduce a new omnidirectional four-level training evaluation framework that is constructed within two independent focal axes –intentional change and range of audience – which specify different expected organisational changes and interested audiences in the evaluation. The four evaluation levels – identification, consumption, utilisation and realisation – are not necessarily linear and ascending, but are independent tools that can be combined in an ascending, descending or independent manner, tailored to the situation, evaluation focus, organisational context, desire or requirement. The omnidirectional training evaluation framework expands training evaluation theory to focus on a better understanding and conceptualisation of surrounding factors, be they organisational, resource-based or otherwise, and moves the evaluation process from an autotelic Human Resource activity towards an integrated organisational one.