Hi all,
Other than the information on the topic of training conducted and the feedback on the instructors, a training and development (T&D) feedback form should include specific questions that can be beneficial to the T&D department and the T&D firm for future reference. What are some examples of these types of questions? Can people think about it? For starters, consider the source of information on the training conducted. Similarly, what other types of information can we gather?
Cheers,
Kanishka
From India, New Delhi
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Other than the information on the topic of training conducted and the feedback on the instructors, a training and development (T&D) feedback form should include specific questions that can be beneficial to the T&D department and the T&D firm for future reference. What are some examples of these types of questions? Can people think about it? For starters, consider the source of information on the training conducted. Similarly, what other types of information can we gather?
Cheers,
Kanishka
From India, New Delhi
Acknowledge(0)Amend(0)
Training Elements
In addition to the evaluation of:
- training program
- training instructors
Other factors that should be considered are:
Q1. How satisfactory were...?
Q2. How would you rate...?
Q3. What improvements would you suggest...?
- program content
- teaching materials used
- sequencing of topics
- topic emphasis
- learning pace
- selection of training methods
- location
- physical facilities
- physical settings
- physical layout
- the meeting room (size/layout)
- seating arrangements
- syndicate rooms
- lighting
- noise level
- acoustics
- ventilation
- room temperature
- dining room facilities
- tea service facilities
- impact on the participants
- impact on the organization
- impact on the business
Regards,
Leo Lingham
From India, Mumbai
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270In addition to the evaluation of:
- training program
- training instructors
Other factors that should be considered are:
Q1. How satisfactory were...?
Q2. How would you rate...?
Q3. What improvements would you suggest...?
- program content
- teaching materials used
- sequencing of topics
- topic emphasis
- learning pace
- selection of training methods
- location
- physical facilities
- physical settings
- physical layout
- the meeting room (size/layout)
- seating arrangements
- syndicate rooms
- lighting
- noise level
- acoustics
- ventilation
- room temperature
- dining room facilities
- tea service facilities
- impact on the participants
- impact on the organization
- impact on the business
Regards,
Leo Lingham
From India, Mumbai
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Hello Fellow HR People:
I agree with Leo--this list of topics he has offered is excellent and should be required reading for every potential and current Trainer.
I could only add one thing to his post. Leo, I hope you don't mind if I do that.
One thing which we have done is "compact" the Training Evaluation to 2 pages--10 questions--and yet have gotten significantly more information. How? By asking questions which will be rated in a "numerical" manner.
I went back to my old undergrad days when we studied test instrument effectiveness and came up with a plan to use "tried and true" assessment techniques to shorten the assessment and feedback process.
Continuous rating scales from 1-5, with 5 being "best" and 1 being "least," bring the assessment to a numerical scale, as well as offer a true assessment of the skills of the trainer. Averages offer self-performance assessments across the board to the trainer. I sometimes jokingly "bet" myself on the scores I'll achieve before the results are in, to assess my own performance.
Here's the gist of the function.
Our objective when we approach an opportunity for training is to be able to communicate the concepts, theories, or applications we need to address--in a manner positively reinforcing the learning process, right?
With assessments targeted across a numerical range, we can tell if we communicated what was expected, and the degree with which we competently communicated it; we also assess the learner's ability to assess whether or not the trainer understood and was able to communicate his/her material; we can question "style," and we can question whether or not the "answers" given addressed either the questions asked or not asked--many times, the questions not asked are more important than those asked--especially in "soft skills."
Also, let's face it.
The more training you do, the more you realize that as a trainer--you're not always at the top of your game when you do a seminar or a training exercise.
Although we all want to feel we're at 100% when we get up in front of the 1, 10, 25, or even 500 people to whom we're presenting--it's a fallacy to believe that we're always 'pinging on all cylinders.'
I know I'm not, and I'm old enough to realize it and admit it.
Numerical assessments give us immediate feedback in a quantitative model.
If I know that I presented this material to a similar skills group seventeen times over a period of two years, and have an average Assessment rated at 4.59, and today, my Assessment was only a 4.10, I have an issue that I need to recognize and address.
The more assessments you have your trainees/seminar clients perform, the more valuable they become as objective measurements of performance.
We have a total of 10 questions in our Assessment and all are critical assessment points. To me, the two most critical components are Question #8--"Will you be able to apply the lessons you've learned to real life?" and Question #9--"Do you feel the time you've invested will pay real rewards?" Both questions are rated on a scale of 1-5.
If the ratings on these two questions are low, all else pales in comparison.
You can be a great presenter, demonstrate a wonderful vocabulary, tell interesting stories, have the newest PowerPoint templates, excite your audience with your experience and qualifications to present--but if they don't walk away with a positive learning experience that is applicable to their lives--somebody's money and time have been wasted.
Just my two cents' worth. If anyone is interested in our Assessment Form, we'll be happy to post it.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
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I agree with Leo--this list of topics he has offered is excellent and should be required reading for every potential and current Trainer.
I could only add one thing to his post. Leo, I hope you don't mind if I do that.
One thing which we have done is "compact" the Training Evaluation to 2 pages--10 questions--and yet have gotten significantly more information. How? By asking questions which will be rated in a "numerical" manner.
I went back to my old undergrad days when we studied test instrument effectiveness and came up with a plan to use "tried and true" assessment techniques to shorten the assessment and feedback process.
Continuous rating scales from 1-5, with 5 being "best" and 1 being "least," bring the assessment to a numerical scale, as well as offer a true assessment of the skills of the trainer. Averages offer self-performance assessments across the board to the trainer. I sometimes jokingly "bet" myself on the scores I'll achieve before the results are in, to assess my own performance.
Here's the gist of the function.
Our objective when we approach an opportunity for training is to be able to communicate the concepts, theories, or applications we need to address--in a manner positively reinforcing the learning process, right?
With assessments targeted across a numerical range, we can tell if we communicated what was expected, and the degree with which we competently communicated it; we also assess the learner's ability to assess whether or not the trainer understood and was able to communicate his/her material; we can question "style," and we can question whether or not the "answers" given addressed either the questions asked or not asked--many times, the questions not asked are more important than those asked--especially in "soft skills."
Also, let's face it.
The more training you do, the more you realize that as a trainer--you're not always at the top of your game when you do a seminar or a training exercise.
Although we all want to feel we're at 100% when we get up in front of the 1, 10, 25, or even 500 people to whom we're presenting--it's a fallacy to believe that we're always 'pinging on all cylinders.'
I know I'm not, and I'm old enough to realize it and admit it.
Numerical assessments give us immediate feedback in a quantitative model.
If I know that I presented this material to a similar skills group seventeen times over a period of two years, and have an average Assessment rated at 4.59, and today, my Assessment was only a 4.10, I have an issue that I need to recognize and address.
The more assessments you have your trainees/seminar clients perform, the more valuable they become as objective measurements of performance.
We have a total of 10 questions in our Assessment and all are critical assessment points. To me, the two most critical components are Question #8--"Will you be able to apply the lessons you've learned to real life?" and Question #9--"Do you feel the time you've invested will pay real rewards?" Both questions are rated on a scale of 1-5.
If the ratings on these two questions are low, all else pales in comparison.
You can be a great presenter, demonstrate a wonderful vocabulary, tell interesting stories, have the newest PowerPoint templates, excite your audience with your experience and qualifications to present--but if they don't walk away with a positive learning experience that is applicable to their lives--somebody's money and time have been wasted.
Just my two cents' worth. If anyone is interested in our Assessment Form, we'll be happy to post it.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
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The feedback form may be the latest in its latest version and type. However, being a facilitator and having been on the other side of the fence, the best basis to quantify the impact of the training or facilitation program is to see the progress of the participants on a time-scale basis, wherein the trainer or facilitator is also a part of the process.
Towards this end, we at People's Skills have what is known as the Hand-Holding Session, which is held thirty days post the program.
Prasad.
From India, Tiruchchirappalli
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Towards this end, we at People's Skills have what is known as the Hand-Holding Session, which is held thirty days post the program.
Prasad.
From India, Tiruchchirappalli
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Hello Prasad,
I'm also a facilitator—and you're absolutely right—the best assessment would be held 90 days after the training to see if the material taught is being practiced. However, from a practical aspect, we don't always have that length of time with which to assess and re-assess.
We've just gotten "Psyched for Life" (our program) listed with the International Association of Facilitators as a facilitation method. PFL focuses on a variety of assessment opportunities, and most of them are attached to time horizons, as you have indicated.
My comment was most properly focused on the quick range assessment based on immediate feedback, which I'm certain you'll agree is essential to any presentation offering.
All the best.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
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I'm also a facilitator—and you're absolutely right—the best assessment would be held 90 days after the training to see if the material taught is being practiced. However, from a practical aspect, we don't always have that length of time with which to assess and re-assess.
We've just gotten "Psyched for Life" (our program) listed with the International Association of Facilitators as a facilitation method. PFL focuses on a variety of assessment opportunities, and most of them are attached to time horizons, as you have indicated.
My comment was most properly focused on the quick range assessment based on immediate feedback, which I'm certain you'll agree is essential to any presentation offering.
All the best.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
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Dear All,
Thank you very much for all the information. It would be highly beneficial to me.
In addition, as a Training and Consulting Firm, how do you extract maximum information/leads from the feedback forms to impact your own business? What kind of questions would you put in to generate maximum information and leads for future training programs/seminars?
Cheers,
Kanishka
From India, New Delhi
Acknowledge(0)Amend(0)
Thank you very much for all the information. It would be highly beneficial to me.
In addition, as a Training and Consulting Firm, how do you extract maximum information/leads from the feedback forms to impact your own business? What kind of questions would you put in to generate maximum information and leads for future training programs/seminars?
Cheers,
Kanishka
From India, New Delhi
Acknowledge(0)Amend(0)
Hello Auginn,
I totally agree with you on what you have said in response to my email. At my organization, we have the hand-holding session that is held 30 days post the program. This is the minimum time allowance organizations are willing to wait for in today's world of instant things. People, especially HR and Training Managers, need to understand and accept that human beings are of flesh and blood with emotions, unlike machines. One human being may differ from another, and this needs to be understood in totality.
From India, Tiruchchirappalli
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I totally agree with you on what you have said in response to my email. At my organization, we have the hand-holding session that is held 30 days post the program. This is the minimum time allowance organizations are willing to wait for in today's world of instant things. People, especially HR and Training Managers, need to understand and accept that human beings are of flesh and blood with emotions, unlike machines. One human being may differ from another, and this needs to be understood in totality.
From India, Tiruchchirappalli
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Hi,
I quite agree with most of what you have said. I think that indeed those two questions are really critical in the feedback for training. Can you please forward me a copy of your format at the following email address: pooja_jain_hr@hotmail.com.
Cheers,
Pooja
From India, Delhi
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I quite agree with most of what you have said. I think that indeed those two questions are really critical in the feedback for training. Can you please forward me a copy of your format at the following email address: pooja_jain_hr@hotmail.com.
Cheers,
Pooja
From India, Delhi
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Dear All,
Thanks for your suggestions. I am looking at the feedback form more as a business tool to gather and collate as much info as possible from participants for future training and seminar possibilities.
Cheers! Kanishka
From India, New Delhi
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Thanks for your suggestions. I am looking at the feedback form more as a business tool to gather and collate as much info as possible from participants for future training and seminar possibilities.
Cheers! Kanishka
From India, New Delhi
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KANISHKA
TRAINING ANALYSIS/ EVALUATION AS A BUSINESS DEVELOPMENT TOOL.
In your last 2 questions, you had asked whether the survey results could
Be used to tap potential new business.
The answer is yes, but the success would be very limited. Because the
Participants are not decision makers. Secondly the decision of training
Is taken by senior managers based on a number of factors like
-current performance gaps
-anticipated future needs
-competitive situation
-economic forecast
-external factors
etc etc plus many other factors.
The participants may not be aware of these factors. The participants
Can only put pressure on the managers in some instances like
A refresher course , which is a must to put to bed the new learnings.
BELOW is a list of expectations of the companies , who outsource
Training.
So if you are out there selling training services, you can tailor a
Questionnaire to the managers in the organization around
These factors and then conduct a needs analysis of the
Organization .
Or
You can conduct a simple organization profile to determine gaps.
Remember not all gaps in performance needs training. Training
Is not the panacea for all organization problems.
You can then design your proposal focusing on these points.
Key Category/Critical Items
Business
Alignment
Alignment with Enterprise Business goals.
Training organization's mission,values,goals, and
And strategies are clearly defined and in alignment
With enterprise goals.
------------------------------------
Responsiveness: Training organization
is able to react to company business
issues.
---------------------------------------------------
Flexibility: Multiskilled trainers can do
multiple jobs. Trainers capable of
designing, developing and delivering
training using multiple delivery media.
=================================
Resource
Management
Focus on Value: Good Practice of
conducting only high impact training that
meets company's business needs.
--------------------------------------------------
Resource Utilization: Good cost control
practices and utilization of resources.
----------------------------------------------
Training Supplier Management: Good
management of external training
Providers through the use of standards,
specifications, bidding process, quality
control, and program management.
=================================
Measurement
Training Effectiveness: Consistently
uses measurement to measure the
effectiveness of training.
--------------------------------------------
Use of Business Metrics: Measurement
process incorporates critical business metrics,
----------------------------------------------------
====================================
TECHNOLOGY
Access to Learning Resources:
Enterprise uses an infrastructure that
allows employees to have electronic
access to learning resources.
----------------------------------------------
Learning Management: Training is
administered utilizing a Learning
Management System (LMS).
---------------------------------------------
Blended Learning: Training organization
effectively blends
e learning with traditional training
programs.
-============================
Communication
Point of Need: Training organization
effectively employs techniques to take the
learning to the workplace.
----------------------------------------
Enterprise Awareness: The training organization utilizes electronic and nonelectronic means to generate awareness of training programs and training effectiveness.
-===============================
Processes
Assessment: The training organization consistently uses a systematic approach to assess and validate need, identify cause, and determine performance gap.
Design: Consistently uses analysis and feedback from measurement to design an intervention that fits the need. The design includes development of performancebased objectives and appropriate instructional strategy to best close the performance gap.
Development & Delivery: Delivery method selection supports learning goals,
is cost effective with consideration of the
the learner characteristics (number,
location, environment, technology and
culture barriers). Incorporates a blend of
learning delivery methods.
===============================================
Administration and Coordination
Documentation: System in place to reuse learning assets and control documents.
-------------------------------------------
Project Management: Utilizes rigorous project management techniques and tools to ensure proper planning and implementation. Measured by adherence to cost, quality and schedule.
-----------------------------------------------
Infrastructure: Training Organization provides efficient and cost effective training administration functions including: LMS, facilities, scheduling, logistics).
-------------------------------------------
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
Acknowledge(0)Amend(0)
TRAINING ANALYSIS/ EVALUATION AS A BUSINESS DEVELOPMENT TOOL.
In your last 2 questions, you had asked whether the survey results could
Be used to tap potential new business.
The answer is yes, but the success would be very limited. Because the
Participants are not decision makers. Secondly the decision of training
Is taken by senior managers based on a number of factors like
-current performance gaps
-anticipated future needs
-competitive situation
-economic forecast
-external factors
etc etc plus many other factors.
The participants may not be aware of these factors. The participants
Can only put pressure on the managers in some instances like
A refresher course , which is a must to put to bed the new learnings.
BELOW is a list of expectations of the companies , who outsource
Training.
So if you are out there selling training services, you can tailor a
Questionnaire to the managers in the organization around
These factors and then conduct a needs analysis of the
Organization .
Or
You can conduct a simple organization profile to determine gaps.
Remember not all gaps in performance needs training. Training
Is not the panacea for all organization problems.
You can then design your proposal focusing on these points.
Key Category/Critical Items
Business
Alignment
Alignment with Enterprise Business goals.
Training organization's mission,values,goals, and
And strategies are clearly defined and in alignment
With enterprise goals.
------------------------------------
Responsiveness: Training organization
is able to react to company business
issues.
---------------------------------------------------
Flexibility: Multiskilled trainers can do
multiple jobs. Trainers capable of
designing, developing and delivering
training using multiple delivery media.
=================================
Resource
Management
Focus on Value: Good Practice of
conducting only high impact training that
meets company's business needs.
--------------------------------------------------
Resource Utilization: Good cost control
practices and utilization of resources.
----------------------------------------------
Training Supplier Management: Good
management of external training
Providers through the use of standards,
specifications, bidding process, quality
control, and program management.
=================================
Measurement
Training Effectiveness: Consistently
uses measurement to measure the
effectiveness of training.
--------------------------------------------
Use of Business Metrics: Measurement
process incorporates critical business metrics,
----------------------------------------------------
====================================
TECHNOLOGY
Access to Learning Resources:
Enterprise uses an infrastructure that
allows employees to have electronic
access to learning resources.
----------------------------------------------
Learning Management: Training is
administered utilizing a Learning
Management System (LMS).
---------------------------------------------
Blended Learning: Training organization
effectively blends
e learning with traditional training
programs.
-============================
Communication
Point of Need: Training organization
effectively employs techniques to take the
learning to the workplace.
----------------------------------------
Enterprise Awareness: The training organization utilizes electronic and nonelectronic means to generate awareness of training programs and training effectiveness.
-===============================
Processes
Assessment: The training organization consistently uses a systematic approach to assess and validate need, identify cause, and determine performance gap.
Design: Consistently uses analysis and feedback from measurement to design an intervention that fits the need. The design includes development of performancebased objectives and appropriate instructional strategy to best close the performance gap.
Development & Delivery: Delivery method selection supports learning goals,
is cost effective with consideration of the
the learner characteristics (number,
location, environment, technology and
culture barriers). Incorporates a blend of
learning delivery methods.
===============================================
Administration and Coordination
Documentation: System in place to reuse learning assets and control documents.
-------------------------------------------
Project Management: Utilizes rigorous project management techniques and tools to ensure proper planning and implementation. Measured by adherence to cost, quality and schedule.
-----------------------------------------------
Infrastructure: Training Organization provides efficient and cost effective training administration functions including: LMS, facilities, scheduling, logistics).
-------------------------------------------
HOPE THIS IS USEFUL TO YOU
REGARDS
LEO LINGHAM
From India, Mumbai
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Thanks a lot, Leo! Your explanation and elaboration was a very good one on Proposals and RFP reverts. This would surely help us next time to create / modify our proposals Thanks and Cheers! Kanishka
From India, New Delhi
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From India, New Delhi
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Hi Kanishka,
I hope now you are full of ideas for adding items in the training feedback form, right buddy?
So, how are you designing that form? Actually, I'm asking this because recently I was also involved in similar work in my organization. Our feedback form contains some points like:
- Describe major learning from the session
- What course taught the trainee and what he hoped to learn
- Rate the level of knowledge that the trainee had in the subject
- Some rating points like:
- Was the instructor knowledgeable or not?
- Did the session environment make it easy to learn and understand?
- Did the course materials meet the trainee's expectations?
- Was there an atmosphere for learning and discussion or not?
- Was the timing and length of the course accurate or not?
- Did anything stand out as clearly useful/useless to the trainee?
Similarly, there can be more. If you wish, I can send you the format of the feedback form. Hope I'm making sense to you.
Bye and take care,
Raashi
Life is beautiful, so just live and enjoy every moment. 😂😂😂
(Note: I have retained the original emojis used by the user for the intended tone.)
From India, Delhi
Acknowledge(0)Amend(0)
I hope now you are full of ideas for adding items in the training feedback form, right buddy?
So, how are you designing that form? Actually, I'm asking this because recently I was also involved in similar work in my organization. Our feedback form contains some points like:
- Describe major learning from the session
- What course taught the trainee and what he hoped to learn
- Rate the level of knowledge that the trainee had in the subject
- Some rating points like:
- Was the instructor knowledgeable or not?
- Did the session environment make it easy to learn and understand?
- Did the course materials meet the trainee's expectations?
- Was there an atmosphere for learning and discussion or not?
- Was the timing and length of the course accurate or not?
- Did anything stand out as clearly useful/useless to the trainee?
Similarly, there can be more. If you wish, I can send you the format of the feedback form. Hope I'm making sense to you.
Bye and take care,
Raashi
Life is beautiful, so just live and enjoy every moment. 😂😂😂
(Note: I have retained the original emojis used by the user for the intended tone.)
From India, Delhi
Acknowledge(0)Amend(0)
Hi,
I was just looking through the site for some training feedback forms and I came across your post. Would you be kind enough to mail me the feedback forms on "rreddy@rmicorp.com" that you were talking about.
Thanks and Regards,
Roopa Reddy
Manager - Human Resources
RMi Technologies India Pvt. Ltd.
Hello Fellow HR People,
I agree with Leo--this list of topics he has offered is excellent and should be required reading for every potential and current trainer. I could only add one thing to his post. Leo, I hope you don't mind if I do that.
One thing which we have done is to "compact" the training evaluation to 2 pages--10 questions--and yet have gotten significantly more information. How? By asking questions which will be rated in a "numerical" manner. I went back to my old undergrad days when we studied test instrument effectiveness and came up with a plan to use "tried and true" assessment techniques to shorten the assessment and feedback process.
Continuous rating scales from 1-5, with 5 being "best" and 1 being "least," bring the assessment to a numerical scale, as well as offer a true assessment of the skills of the trainer. Averages offer self-performance assessments across the board to the trainer. I sometimes jokingly "bet" myself on the scores I'll achieve before the results are in, to assess my own performance.
Here's the gist of the function. Our objective when we approach an opportunity for training is to be able to communicate the concepts, theories, or applications we need to address in a manner positively reinforcing the learning process, right?
With assessments targeted across a numerical range, we can tell if we communicated what was expected and the degree with which we competently communicated it; we also assess the learner's ability to assess whether or not the trainer understood and was able to communicate his/her material; we can question "style" and we can question whether or not the "answers" given addressed either the questions asked or not asked--many times, the questions not asked are more important than those asked--especially in "soft skills."
Also, let's face it. The more training you do, the more you realize that as a trainer--you're not always at the top of your game when you do a seminar or a training exercise. Although we all want to feel we're at 100% when we get up in front of the 1, 10, 25, or even 500 people to whom we're presenting--it's a fallacy to believe that we're always 'pinging on all cylinders.' I know I'm not, and I'm old enough to realize it and admit it. Numerical assessments give us immediate feedback in a quantitative model.
If I know that I presented this material to a similar skills group seventeen times over a period of two years and have an average assessment rated at 4.59, and today, my assessment was only a 4.10, I have an issue that I need to recognize and address. The more assessments you have your trainees/seminar clients perform, the more valuable they become as objective measurements of performance.
We have a total of 10 questions in our assessment and all are critical assessment points. To me, the two most critical components are Question #8--"Will you be able to apply the lessons you've learned to real life?" and Question #9--"Do you feel the time you've invested will pay real rewards?" Both questions are rated on a scale of 1-5. If the ratings on these two questions are low, all else pales in comparison. You can be a great presenter, demonstrate a wonderful vocabulary, tell interesting stories, have the newest PowerPoint templates, excite your audience with your experience and qualifications to present--but if they don't walk away with a positive learning experience that is applicable to their lives--somebody's money and time have been wasted.
Just my two cents' worth. If anyone is interested in our assessment form, we'll be happy to post it.
Alan Guinn,
Managing Director,
The Guinn Consultancy Group, Inc.
From India, Bangalore
Acknowledge(0)Amend(0)
I was just looking through the site for some training feedback forms and I came across your post. Would you be kind enough to mail me the feedback forms on "rreddy@rmicorp.com" that you were talking about.
Thanks and Regards,
Roopa Reddy
Manager - Human Resources
RMi Technologies India Pvt. Ltd.
Hello Fellow HR People,
I agree with Leo--this list of topics he has offered is excellent and should be required reading for every potential and current trainer. I could only add one thing to his post. Leo, I hope you don't mind if I do that.
One thing which we have done is to "compact" the training evaluation to 2 pages--10 questions--and yet have gotten significantly more information. How? By asking questions which will be rated in a "numerical" manner. I went back to my old undergrad days when we studied test instrument effectiveness and came up with a plan to use "tried and true" assessment techniques to shorten the assessment and feedback process.
Continuous rating scales from 1-5, with 5 being "best" and 1 being "least," bring the assessment to a numerical scale, as well as offer a true assessment of the skills of the trainer. Averages offer self-performance assessments across the board to the trainer. I sometimes jokingly "bet" myself on the scores I'll achieve before the results are in, to assess my own performance.
Here's the gist of the function. Our objective when we approach an opportunity for training is to be able to communicate the concepts, theories, or applications we need to address in a manner positively reinforcing the learning process, right?
With assessments targeted across a numerical range, we can tell if we communicated what was expected and the degree with which we competently communicated it; we also assess the learner's ability to assess whether or not the trainer understood and was able to communicate his/her material; we can question "style" and we can question whether or not the "answers" given addressed either the questions asked or not asked--many times, the questions not asked are more important than those asked--especially in "soft skills."
Also, let's face it. The more training you do, the more you realize that as a trainer--you're not always at the top of your game when you do a seminar or a training exercise. Although we all want to feel we're at 100% when we get up in front of the 1, 10, 25, or even 500 people to whom we're presenting--it's a fallacy to believe that we're always 'pinging on all cylinders.' I know I'm not, and I'm old enough to realize it and admit it. Numerical assessments give us immediate feedback in a quantitative model.
If I know that I presented this material to a similar skills group seventeen times over a period of two years and have an average assessment rated at 4.59, and today, my assessment was only a 4.10, I have an issue that I need to recognize and address. The more assessments you have your trainees/seminar clients perform, the more valuable they become as objective measurements of performance.
We have a total of 10 questions in our assessment and all are critical assessment points. To me, the two most critical components are Question #8--"Will you be able to apply the lessons you've learned to real life?" and Question #9--"Do you feel the time you've invested will pay real rewards?" Both questions are rated on a scale of 1-5. If the ratings on these two questions are low, all else pales in comparison. You can be a great presenter, demonstrate a wonderful vocabulary, tell interesting stories, have the newest PowerPoint templates, excite your audience with your experience and qualifications to present--but if they don't walk away with a positive learning experience that is applicable to their lives--somebody's money and time have been wasted.
Just my two cents' worth. If anyone is interested in our assessment form, we'll be happy to post it.
Alan Guinn,
Managing Director,
The Guinn Consultancy Group, Inc.
From India, Bangalore
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Re: Items in a Training Feedback Form
I am Sumayya Bagwan, currently doing an MBA project on designing a training program for an IT organization. I have no exact clue on how to design the program. Can you help me out as early as possible? Your discussion above was excellent. I also have some points on designing a questionnaire for employee assessment. I have prepared a questionnaire containing 42 questions, which will be a headache for analysis. I would be thankful if you could provide me with a set of 10 assessment questions.
Regards, Sumayya
From India, Pune
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I am Sumayya Bagwan, currently doing an MBA project on designing a training program for an IT organization. I have no exact clue on how to design the program. Can you help me out as early as possible? Your discussion above was excellent. I also have some points on designing a questionnaire for employee assessment. I have prepared a questionnaire containing 42 questions, which will be a headache for analysis. I would be thankful if you could provide me with a set of 10 assessment questions.
Regards, Sumayya
From India, Pune
Acknowledge(0)Amend(0)
Re: Items in a Training Feedback Form
I am Sumayya Bagwan, currently working on my MBA project. The project topic is designing a training program for an IT organization. I have no exact clue on how to design the program. Could you please help me out as soon as possible? Your discussion above was excellent. I also have some points on designing a questionnaire for employee assessment. I have prepared a questionnaire containing 42 questions, which will be a headache for analysis. I would be thankful if you could help me with the assessment by providing 10 questions.
Regards,
Sumayya
From India, Pune
Acknowledge(0)Amend(0)
I am Sumayya Bagwan, currently working on my MBA project. The project topic is designing a training program for an IT organization. I have no exact clue on how to design the program. Could you please help me out as soon as possible? Your discussion above was excellent. I also have some points on designing a questionnaire for employee assessment. I have prepared a questionnaire containing 42 questions, which will be a headache for analysis. I would be thankful if you could help me with the assessment by providing 10 questions.
Regards,
Sumayya
From India, Pune
Acknowledge(0)Amend(0)
Hello HR professionals,
I am Amutha, pursuing my MBA final year. I have to submit my project, so I need your help. My topic is Training Satisfaction. I have completed my questionnaire and am now looking to incorporate something new into my project. Please, could you suggest what else can be done in the project? My questionnaire focuses on common training satisfaction.
Thank you for your assistance.
From India, Sivakasi
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I am Amutha, pursuing my MBA final year. I have to submit my project, so I need your help. My topic is Training Satisfaction. I have completed my questionnaire and am now looking to incorporate something new into my project. Please, could you suggest what else can be done in the project? My questionnaire focuses on common training satisfaction.
Thank you for your assistance.
From India, Sivakasi
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Training Feedback & Evaluation Form.xls
Pre and post training assessment form X.doc
Training Need Assessment Form.pdf