Learning & Teaching Fellow (retired)
Senior Director Jemm Consultants
Senior Development Specialist
Hr Training Manager
Training programme evaluation
Traning evaluation tools:
The following PDF file contains a very good questionaire which may help you create your own set:
Training evaluation questionnaire and tools
Hope you find these resources helpful.
15th December 2004 From India, Gurgaon
As step 1 you really have to be clear on what specific information you want to gather and formulate your questions to specifically obtain this info. I have seen some questionnaires that appeared to be very complete however when the final analysis was completed the end result did not retrieve the specifics required to determine what training interventions needed to be developed to meet these needs.
The end result was a great deal of time and effort expended with very little useful information. The up front planning is the critical factor in making questionnaires of value both in a satisfaction measurement and as a strategic plaaning tool.
There are many excellent books available on the actual instrument you can use, depending on your requirements and if you get it "right" in the planning stage, this methodolgy can works really well.
Hope this helps, Good Luck
30th May 2005 From Canada, Ottawa
hope dis information helps u
4 evaluating trg programmes, i think d feedback forms filled up by the trainees itself helps a lot. The information gathered through these feed back forms satisfies a number of purposes. For say the feedback process notifies whether the trainee acquired what he hope to learn, whether timing and length of course were accurate, the instruction for the assignment were clear and understandable and course material met the expectations. It also notifies whether the instructor is knowledgeable, experienced, interactive, be able to express his thoughts and deliverables
Time and money spent on training is only justified if the training contributes to the efficiency of the organization and improves the performance and prospects of employees. Evaluation- the assessment of the total value of any training activity- is therefore essential.
The most common reason for evaluating training is to provide quality control over the design and delivery of training activities. Feedback to trainers about the effectiveness of particular activities and the extent to which objectives are being met will help in the development of program being run and the planning of future ones.
if u wish than i can send the format of the feedback form.....
bye n all d best
17th July 2005 From India, Delhi
This for me highlights the problem and the challenge we face.
Evaluating training primarily from the perspective of the trainer is narrow minded and short sighted. It is like a chef in a restaurant going up to a customer and asking them if they liked the way the meal was cooked, even though it may not have been what they asked for, or was not of sufficient quantity to quench their hunger. It is valid to ask how well the meal was cooked, but it is of more interest to the customer to be able to feedback on these other aspects of the meal - specifically were the customer's order and expectations fully satisfied?
It is my observation that trainers place too little emphasis on these aspects of meeting customer requiremerns and too much on asking if the meal was cooked right.
Sure, there is a correlation - poor reaction if the requirements aren't met, but this can be masked by not giving the customer the opportunity to comment on those aspects, by being 'clever' with the wording of the questions.
In a good, customer-focsed restaurant the waiter asks the customer exactly what they want, how they want it cooked, presented and at what time delivered. They make sure the chef knows this. And they constantly check with the customer to find out if there are any new or changed requirements, and they tend to these very quickly.
Sure, do the quality control, but remind yourself what quality means.
And who defines quality.
Quality is defined by the customer - nobody else!
24th July 2005 From United Kingdom,
from the replies that i have read as of know ua guys majorly talked abt feedback as a major evaluation process. but to be honest it is not.it is jus d initial feedback of the participants to find they initially liked the programme or not. but to measure the actual effectiveness u need to delve deeper nd find out if des learnings were implemented in practice or not...cos for the organization the learning of the employee is irrelevant if he is unable to put it into use.
i m doing a prject on evaluation of T&D of a program meant to enhance leadership and managerial skills in the frontline managers. now how do you find out whether the participants have actually internalized the learning from d training program and have started applying des skills in the job. one way can be thru feedback from rest of employees but den wat specific questions can be asked to get an effective evaluation.
kindly help!! i need it very much to prepare a questainnaire to be able to evaluate the effectiveness of training program for leadership and managerial skill building
25th April 2007 From India, Calcutta
11th June 2008 From India
I am doing my MBA and doing a project on " Evaluating effectiveness of training". I wish to check if their are any behavioural changes after training. I would really appreciate if you would help me with the questionnaire to do so. You can mail it to me on
25th September 2008 From India, Mumbai
im doing my MBA and need some help with my final project..can someone help me with the various types of training conducted in the IT industry???..i wanna know technical as well as behavioural training..also how to evaluate the training..my email id is ...plz help me asap..
Thanks a ton!!
3rd March 2009 From India, Mumbai
I ma doing internship on training and development on employee.
I need questionnaire to b fill up by the immediate superior of subordinate those who hav gone for training and also need questionnaire to b fill up by the same employee.
kindly help me as soon as possible
21st July 2010 From India, New Delhi
I am Vandana doing project on "training effectiveness on various department to enhance the productivity". i completed my project report but now i have to prepare a questionnaire to analysis the company productivity or their training effectiveness. i don't have any idea how to analysis company's various department (Fertilizers, chemical, PVC & power)..please help me to prepare a questionnaire based on scale or rating format.. and send me some questionnaire to analysis company's employees, trainee & trainers.
6th April 2013 From India, Mumbai
Though you have addressed the message to CHR, I am taking the liberty to raise some questions to clarify the scenario.
What do you do and what is your role? I wonder how you have completed the project without designing, administering the questionnaire and analysing it!! Have you done a literature survey to see what others have done, how and why that way?
6th April 2013 From United Kingdom
With respect to developing questionnaires for evaluating training the following procedure should be followed:-
Establish the aim and objectives of your evaluation.
Conduct a Literature survey
Establish a Hypothesis for all those aspects that you would like to test.Test the aspects from both sides i.e. one side will be of the trainer and the other side is of the trainee.
For all MBA students:-
Please refer books on Reasearch Methodology from your college library and understand the steps for conducting a research. Then follow these steps for preparing your questionnaires. I have mentioned a few steps above.
19th November 2013 From India, Mumbai
Please refer the following links which i found from google. I think these will be useful for you.
Relative Effectiveness of Worker Safety and Health Training Methods
Hope this helps.
19th November 2013 From India, Mumbai