How Can I Create a Questionnaire to Gauge Satisfaction with Our Training Plan?

As we are now evaluating our training plan for this year, I decided to make a questionnaire to measure employees' and management satisfaction regarding what has been implemented. Can you suggest some questions?

You will find this article very informative related to the evaluation of training:

Training program evaluation

Training evaluation tools:

The following PDF file contains a very good questionnaire which may help you create your own set:

Training evaluation questionnaire and tools

Hope you find these resources helpful.

Regards

Hi 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 upfront planning is the critical factor in making questionnaires of value both in a satisfaction measurement and as a strategic planning tool.

There are many excellent books available on the actual instrument you can use, depending on your requirements. If you get it "right" in the planning stage, this methodology can work really well.

Hope this helps. Good luck.

Jo Verde

Certainly! Here is the revised text with corrected spelling, grammar, and formatting:

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Ya nada,

Sorry for the delay in replying. It will be better if you can provide your email ID because I will email you the format of the questionnaire.

Thanks and regards,
K.K. Pandey :)

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I have corrected the spelling and grammar errors, added punctuation where necessary, and formatted the text into clear paragraphs. Let me know if you need further assistance!

Hi,

I hope this information helps you in evaluating training programs. I think the feedback forms filled out by the trainees themselves are very helpful. The information gathered through these feedback forms serves several purposes. For example, the feedback process indicates whether the trainee acquired what he hoped to learn, whether the timing and length of the course were accurate, if the instructions for the assignments were clear and understandable, and if the course material met expectations. It also indicates whether the instructor is knowledgeable, experienced, interactive, able to express thoughts clearly, and deliver effectively.

Time and money spent on training are only justified if the training contributes to the efficiency of the organization and improves the performance and prospects of employees. Evaluation, which assesses 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. Providing feedback to trainers about the effectiveness of specific activities and the extent to which objectives are being met will aid in the development of the current program and the planning of future ones.

If you wish, I can send you the format of the feedback form.

Goodbye and all the best.

Raashi 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 more interesting to the customer to be able to provide 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 requirements 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-focused 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.

My message?

Sure, do the quality control, but remind yourself what quality means.

And who defines quality.

Quality is defined by the customer - nobody else!

Regards,

Martin

My 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.

Thank you very much. I was searching for ideas to prepare a questionnaire for my HRM project, and yours turned out to be just what I was looking for.

Regards,
Viddu

Hi,

Developing a questionnaire is not as easy as it seems. Always consider your needs and the objective of such a questionnaire.

Anyway, try visiting www.businessballs.com; you might find something useful.

Regards,
Shamil

Hi everybody,

This is Sangita, a new member. I'm working on a project on finding the training effectiveness in developing decision-making and problem-solving skills of frontline managers.

Can you suggest some questions?

Thanks.

Hello, guys!

From the replies that I have read as of now, you guys mainly talked about feedback as a major evaluation process. But to be honest, it is not. It is just the initial feedback of the participants to find out if they initially liked the program or not. But to measure the actual effectiveness, you need to delve deeper and find out if these learnings were implemented in practice or not because for the organization, the learning of the employee is irrelevant if he is unable to put it into use.

I am doing a project on the evaluation of Training & Development (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 the training program and have started applying these skills in the job? One way can be through feedback from the rest of the employees, but then what specific questions can be asked to get an effective evaluation?

Kindly help!! I need it very much to prepare a questionnaire to be able to evaluate the effectiveness of the training program for leadership and managerial skill-building.

Can you provide me with some questionnaires related to competency mapping for individuals or guidance on how to map an individual's competencies?

I am doing training in competency mapping. Can you help me with how to map the competency of an individual?

Hi,

I am sending you a questionnaire which you can use to gather training feedback from the persons who have attended that training. I hope you will find it useful.

Regards,
Anu

Hello Martin,

Well, I'm new to this site. I was finding help for my summer topic, which is to develop a framework to assess training evaluation and effectiveness. I would be thankful to you if you could help me proceed with my project as there is no one here to guide me. I have to do it on my own and I only have 10 days left. I'm currently doing my summer internship in a POWER PLANT. Please help me complete my project and make it lively.

Thank you.

Hi, I'm new here :) Can you please help me by providing a questionnaire related to Training & Development for my Summer Training Project Report.

Thanks

Hi Krishna,

I am doing my MBA and working on a project on "Evaluating the effectiveness of training". I wish to check if there are any behavioral changes after training. I would greatly appreciate it if you could help me with the questionnaire for this purpose. You can email it to me at nupur_r123@yahoo.com.

Thank you,
Nupur

Hi guys,

I am looking for a form or format for evaluating the trainees during the training process. If anyone has a format on how to evaluate the trainees who attend the programs, kindly help me with the same.

Cheers,
Shilpi

Hi, I'm Amber. I am doing my project on training and development. Kindly send me a questionnaire related to training and development.

Thank you.

Hello,

I am doing an internship on training and development for employees. I need a questionnaire to be filled out by the immediate superior of subordinates who have gone for training, as well as a questionnaire to be filled out by the same employee. Kindly help me as soon as possible.

Hello, can anyone help in preparing a questionnaire to evaluate the training process? Kindly reply as soon as possible.

Thank you.

I am Vandana, working on a project about "training effectiveness in various departments to enhance productivity." I have completed my project report, but now I need to prepare a questionnaire to analyze the company's productivity or the effectiveness of their training. I am unsure about how to analyze the various departments of the company (Fertilizers, Chemicals, PVC, and Power). Could you please assist me in preparing a questionnaire based on a scale or rating format? Also, kindly share some sample questionnaires for analyzing the company's employees, trainees, and trainers.

Thanks/Regards,
Vandana Gidwani

Dear Vandana,

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 analyzing it! Have you done a literature survey to see what others have done, how, and why in that way?

Regards,
[Your Name]

Procedure for Developing Training Evaluation Questionnaires

With respect to developing questionnaires for evaluating training, the following procedure should be followed:

Step 1: Establish the Aim and Objectives of Your Evaluation

Step 2: Conduct a Literature Survey

Step 3: Establish a Hypothesis
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 to books on Research Methodology from your college library and understand the steps for conducting research. Then follow these steps for preparing your questionnaires. I have mentioned a few steps above.

Regards

Hi,

I want to check the effectiveness of the training on the floor for individuals with their immediate supervisor. Does anyone have questionnaires that can be shared with me?

Regards,
Hemant