Evaluation of the Innovative Education Model of Human Resource Management Integration and Training in Higher Vocational Colleges - Taking Guangxi Mechanical and Electrical Vocational and Technical College as an example

Abstract

In terms of the human resources teaching and training model and the evaluation of training effects in higher vocational colleges, the current model for systematically summarizing the evaluation of human resources teaching for students is still the four-level model of the "Kirkpatrick model". This evaluation tool is more practical. It not only requires observing students' reactions and checking students' learning outcomes, but also emphasizes the performance of the quality of human resources teaching and the changes of students in the integration of education and training and innovative teaching.

This study takes Guangxi Mechanical and Electrical Vocational and Technical College as an example, from the perspective of Kirkpatrick's four-level evaluation model, based on 500 students majoring in human resource management as a sample. The actual teaching situation of the human resource management major implementing the training-training integration and innovative education model is studied, with human resource major students who participate in the human resource management teaching course throughout the whole process as the research object.The first level of effectiveness evaluation uses the "teaching satisfaction" questionnaire and non-participant observation to collect data. The second level of effectiveness evaluation uses the "learning acceptance level" as an evaluation tool, which is filled out by the research subjects before and after the training and training integration innovation education model course, supplemented by document analysis to collect data. The third level of effectiveness evaluation is conducted again one month after the human resources management teacher guides the new practice.This study uses factor analysis combined with regression analysis to analyze the collected data through four levels as factors. This study uses a small number of factors to reflect the information of the analysis questions, thereby achieving the purpose of reducing the dimension and facilitating analysis, and then names the factors for regression analysis. Finally, based on the results of the linear regression study, it is expected to provide a reference for the evaluation of human resource management teaching.