随着我国进入中国特色社会主义建设的新时期，人民群众对政府的行政能力、治理能力和服务能力的要求标准也逐渐提高。我国政府部门需要通过公务员培训方式，不断提升公务员素质，以适应现代化服务型政府需求。其中，培训评估作为公务员培训的重要环节，是提高培训水平、提升工作效益的重要手段。如何采用一种合理的、准确的、系统的、全面的评估方法去实现对公务员培训的有效评估，是各政府部门开展培训时需要面对的主要问题之一。本文结合某国家机关A部门的公务员培训评估现状，探讨如何开展培训效果评估工作，并尝试针对A部门培训评估中存在的问题，提出优化思路和改进方案。

本文以A部门公务员培训评估为研究主题，在理论基础部分依次对论文研究背景、研究意义、研究思路等内容进行介绍。对国内外相关研究成果和实践成果进行文献综述。之后，阐释相关概念，介绍具有代表性的评估模型。在此基础上，本文简要介绍A部门简要情况及培训评估现状，以A部门下属培训部门举办的3期脱产公务员培训班为基础样本，通过访谈法、调查问卷等方式获取样本数据，并利用SPSS22软件进行分析、量化结果。根据数据结果分析目前A部门公务员培训评估存在的相关问题，如对于培训效果评估的重视不足、缺少合理的评估方法、评估结果缺少运用转化等，并从制度、组织、人才、方法四个方面分析造成以上问题的主要原因。根据上述原因，本文提出关于如何优化A部门公务员培训效果评估的改进思路，如完善培训效果评估的相关制度、强化效果评估的组织保障、提升评估科学化水平、综合运用评估结果。最后，本文尝试提出改进措施，如树立正确评估观、完善培训效果评估制度、科学选用评估模型、优化评估流程、多元评估主体、设定科学的指标和要素、优化培训效果评估方法、强化评估结果实务转化等。通过以上内容，本文希望能为A部门公务员培训评估的做出贡献，进而为我国公务员培训效果评估提供有益建议。

As China enters a new period of construction of socialism with Chinese characteristics, the standards of the people's demands for the government's administrative capacity, governance capacity and service capacity also gradually rise. Our government departments need to improve the quality of civil servants through training methods, in order to meet the needs of modern service-oriented government. Among them, as an important link of civil servant training, training evaluation is an important means to improve the training level and enhance the work efficiency. How to adopt a reasonable, accurate, systematic and comprehensive evaluation method to realize the effective evaluation of civil servant training is one of the main problems that all government departments need to face when carrying out training. Based on the current situation of civil servant training evaluation in A department of A state organ, this paper discusses how to carry out training effect evaluation, and tries to propose optimization ideas and improvement plans for the problems existing in the training evaluation of A department.

This paper takes the civil servant training evaluation of Department A as the research theme, and introduces the research background, research significance and research ideas in turn in the theoretical basis part. The relevant research and practice results at home and abroad are reviewed. Then, relevant concepts are explained and representative evaluation models are introduced. On this basis, this paper briefly introduces the brief situation of Department A and the status quo of training evaluation. Taking the 3 training courses for off-duty civil servants held by the training department under Department A as the basis sample, sample data are obtained through interviews, questionnaires and other methods, and SPSS22 software is used to analyze and quantify the results. According to the data results, the relevant problems existing in the current civil servant training evaluation of Department A are analyzed, such as insufficient attention to the training effect evaluation, the lack of reasonable evaluation methods, the lack of application and transformation of evaluation results, and the main reasons for the above problems are analyzed from the four aspects of system, organization, talent and method. According to the above reasons, this paper puts forward some ideas on how to optimize the training effect evaluation of civil servants in Department A, such as perfecting the relevant system of training effect evaluation, strengthening the organizational guarantee of effect evaluation, enhancing the scientific level of evaluation, and comprehensively applying the evaluation results. Finally, this paper tries to put forward improvement measures, such as setting up the correct evaluation view, improving the training effect evaluation system, scientifically selecting the evaluation model, optimizing the evaluation process, multiple evaluation subjects, setting scientific indicators and elements, optimizing the training effect evaluation method, strengthening the practical transformation of the evaluation results, etc. Through the above contents, this paper hopes to contribute to the training evaluation of civil servants in A department, and provide beneficial suggestions for the training effect evaluation of Chinese civil servants.