I am looking for a format for evaluating trainees/participants after they attend a training program. Normally, we evaluate the trainer, the quality, and the relevance of the training program. If anyone has a form to evaluate a trainee either immediately after the training program or regarding their behavior on the job, please share it.
Regards,
Sonali
From India, Kanpur
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2Regards,
Sonali
From India, Kanpur
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Dear Sonali, Thank you so much for posting this query. It's good to note that someone is attaching accountability to learners as well. Most of the time, the accountability is towards only the trainers, with the expectation that trainers should exhibit specific body language and behaviors, while learners often remain as cool as cucumbers.
Effective Approaches for Post-Training Evaluation
One effective approach could be to conduct a post-training test. This test could take place immediately after the training or perhaps a week or fortnight later. Any training conducted without a test is likely to fail, a fact that a large number of HR professionals fail to grasp. By bypassing this crucial step II of the Kirkpatrick model of training effectiveness, they jump to step III and attempt to measure the training's effectiveness, often resulting in mere eyewash.
In many of my training sessions (though not all), I provide a post-training faculty report. This report does not necessarily offer feedback on every participant but highlights noteworthy points. The feedback focuses on aspects such as creativity, enthusiasm in learning, and levels of engagement.
For further insights, you may refer to my response to another query at the following link: #post1969910.
Thanks,
Dinesh V Divekar
"Beware of false knowledge; it is more dangerous than ignorance."
From India, Bangalore
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Effective Approaches for Post-Training Evaluation
One effective approach could be to conduct a post-training test. This test could take place immediately after the training or perhaps a week or fortnight later. Any training conducted without a test is likely to fail, a fact that a large number of HR professionals fail to grasp. By bypassing this crucial step II of the Kirkpatrick model of training effectiveness, they jump to step III and attempt to measure the training's effectiveness, often resulting in mere eyewash.
In many of my training sessions (though not all), I provide a post-training faculty report. This report does not necessarily offer feedback on every participant but highlights noteworthy points. The feedback focuses on aspects such as creativity, enthusiasm in learning, and levels of engagement.
For further insights, you may refer to my response to another query at the following link: #post1969910.
Thanks,
Dinesh V Divekar
"Beware of false knowledge; it is more dangerous than ignorance."
From India, Bangalore
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Pre and post training assessment form X.doc