Trainings play a vital role in the transference of knowledge between skilled and novice operators in the mineral industry. Evaluation is an important part of those trainings, but many trainings rely solely on the trainees’ feedback. This paper presents how technology enhancement can help produce more effective training evaluations to the mineral industry. It describes a case study involving a froth flotation simulator-based training, including details of the simulation, user interface, and the training program. The training was delivered to sixteen mining operators and evaluated by both the traditional method (trainee’s feedback) and with the simulation’s learning evaluation. The feedback evaluation showed a high level of satisfaction with the learning results, while the learning evaluation showed a very different training outcome, putting established evaluation methods such as Kirckpatrick’s “Four levels” into question. Correlations between the learning results and the operators’ personal information such as process work, and academic experience are also presented.

培训在矿产行业熟练操作员和新手操作员之间的知识转移中发挥着至关重要的作用。评估是这些培训的重要组成部分，但许多培训仅依赖于受训者的反馈。本文介绍了技术改进如何帮助对矿产行业进行更有效的培训评估。它描述了一个涉及基于泡沫浮选模拟器的培训的案例研究，包括模拟的详细信息、用户界面和培训计划。培训交付给了 16 名采矿操作员，并通过传统方法（受训者的反馈）和模拟的学习评估进行了评估。反馈评估显示对学习结果的高度满意，而学习评估显示了非常不同的训练结果，质疑诸如 Kirckpatrick 的“四个级别”等既定评估方法。还介绍了学习结果与操作员个人信息（如流程工作和学术经验）之间的相关性。