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Hii, I have done the Training Need Analysis of our company employees, out of which I have found employees are lacking in Coordination , Observation & Decision Planning skills.For which I am going to arrange the sessions also.
As this training is going to link with performance appraisal of employee.Hence, I want to design the Training Feedback Form for all these topics for measuring the effectiveness.Suggest me how should I design on these topics?

Hii, I required the questionnaire for measuring training effectiveness on following skills - 1) Coordination, 2) Observation, 3) Planning & 4) Decision.Kindly share me. Regards, Harshini.
Dear Harshini,
You may measure the training effectiveness under the following parameters:
1) Coordination: - Training effectiveness can be measured on the following counts:
a) Reduction in consumption of resources because of improved coordination or
b) Reduction in process turnaround time due to improved coordination in the department or between/amongst the departments.
2) Observation: - You cannot conduct the training on observation as such. However, visual inspection is important activity in the quality management. Training effectiveness can be measured by measuring number of non-compliance detected in visual inspection after the training.
3) Planning: - Training effectiveness can be measured on the following counts:
a) Reduction in time overrun of the projects after the training and
b)Reduction in cost overrun of the projects after the training.
4) Decision making skills: - Training effectiveness can be measured by:
a) Improved the index of decisiveness after the training
b) Reduction in cost of poor decisions after the training
Final comments: - You could have given little more information about yourself like your designation, nature of your industry etc. Training effectiveness cannot be measured because of the faulty Training Needs Analysis (TNA). Anyway, you have thought of measurement of the training effectiveness well at the time of TNA itself. It is appreciable. Before conducting the training, you must design a goal statement for each training that has measurable and tangible part. What needs to be increased or decreased must be told the participants well before they enter the training hall. They also should be told when the measure of training effectiveness will be done, how it will done and what could happen if the training did not give satisfactory results.
Dinesh Divekar

Thank You.Can u share me the sample of feedback form for this. Regards, Harshini.
Dear Harishini,
There is a limit to which you should be asking for spoon feeding! With the inputs given in my previous reply, why you cannot design the feedback form on your own? Your inability to design the form raises questions on your competence to work in training department!
Please note that the senior members of this forum are not paid consultants. The time that we spent in guiding the juniors itself speaks of our selflessness. But then juniors should not take the seniors for granted!
Dinesh Divekar

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