PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Learning & Teaching Fellow (retired)
Senior Director Jemm Consultants
Senior Development Specialist
Hr Training Manager
Use factoHR and automate your HR processes
Mobile-first hire to retire HR and Payroll software that automates all HR operations and works as a catalysts for your organisational growth.
CHRYou will find this article very informative related to evaluation of training:
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.
From India, Gurgaon
Jo VerdeHi Nada,
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
From Canada, Ottawa
Krishna Kumar Pandeyya nada, Sorry for the delay in replying u it will better if u can give ur mail Id bcoz i will mail u the format of the questionnaire thans and regards K.K.Pandey :)
From India, Mumbai
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
From India, Delhi
mschmalenbachRaashi made an interesting observation:
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!
From United Kingdom,
redsoxnationjpMy advice would be to get the "buy in" from management before you present your findings. Present to management the why and how of the project before going forward. It will save you a lot of time in the end.
vidduthanks a lot , i was looking out for ideas to prepare a questionaire for my HRM project and yours turned out to be just what i was looking for. Regards viddu
From India, Kochi
this is sangita a new member
i m doing a prjt on finding training effectiveness in developing decision making and problem solving skills of frontline managers.
can u suggest some questions.
From India, Calcutta