Hi all,
I have designed this feedback form for gathering feedback after the training program concludes. I would appreciate it if you could suggest some changes and advise me on how to proceed with the assessment based on the feedback received.
I urgently need your inputs.
Thanks in advance,
Archna
From India, Delhi
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115I have designed this feedback form for gathering feedback after the training program concludes. I would appreciate it if you could suggest some changes and advise me on how to proceed with the assessment based on the feedback received.
I urgently need your inputs.
Thanks in advance,
Archna
From India, Delhi
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Hi Archana,
I have gone through your feedback form; it's good and very informative. However, I would like to add the following:
- Name of the Program
- Date of Commencement
- Faculty Name and Topic
This information will give you a clear picture of the entire training program if it is an ongoing process.
Regarding the rating scale, do you think it is necessary to mention "Good" and "Not Good" in each line? I believe it may confuse the participants. Therefore, please review this from your end.
Regards,
Leela Krishna
From India, Hyderabad
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I have gone through your feedback form; it's good and very informative. However, I would like to add the following:
- Name of the Program
- Date of Commencement
- Faculty Name and Topic
This information will give you a clear picture of the entire training program if it is an ongoing process.
Regarding the rating scale, do you think it is necessary to mention "Good" and "Not Good" in each line? I believe it may confuse the participants. Therefore, please review this from your end.
Regards,
Leela Krishna
From India, Hyderabad
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No doubt, the feedback form is good. But what we usually do here is for every response given by the participants, you might be analyzing the outcome, right? I am moving a little bit ahead. We need to have a set of TODO lists, which will let you know what has to be done for a particular outcome. For example: Thumb rule: If the preparation rating is below or equal to 2, then the trainer needs to be briefed on the outcome. Outcome: The average preparation rating is 2. Answer: Approach the trainer for better preparation of course materials/speech.
From India, Mumbai
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From India, Mumbai
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Dear Archna
I have just gone through your feedback form. it's good and very informative but its under construction.
It's my pleasure to given some useful suggestion regarding your Feedback form. it was my study assignment and research on Training Evaluation. I will share some file which will be very informative to you and all.
You must include
1. Name and designation of trainee and trainer
2. Evaluation time and cost
3. course topic
4. job information etc
Thanks and regards
Navaid Abbas
+92 3212415407
From United Arab Emirates, Abu Dhabi
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I have just gone through your feedback form. it's good and very informative but its under construction.
It's my pleasure to given some useful suggestion regarding your Feedback form. it was my study assignment and research on Training Evaluation. I will share some file which will be very informative to you and all.
You must include
1. Name and designation of trainee and trainer
2. Evaluation time and cost
3. course topic
4. job information etc
Thanks and regards
Navaid Abbas
+92 3212415407
From United Arab Emirates, Abu Dhabi
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Hi All, I am working in Manufacturing set up. Could you please help me to define Grading & promotion policy for workers / staff. Regards,
From India, Delhi
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From India, Delhi
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Hi, Archana,
Your feedback form is good, but the overall evaluation of the venue is not necessary. This factor doesn't play a very important role. I would suggest removing it.
On the other hand, performance after the training program is important. Hence, I am presenting this format for evaluating employees' performance after training. This can be done in two ways: immediately after the training program by framing a questionnaire and having participants answer it to ensure maximum retention and attention. The other way is through feedback from the Head of Department, which can be done after a week.
The format provided below is based on the number of questions, so percentages may vary.
TOPIC: DATE:
FACULTY NAME:
Number of participants:
Effectiveness criteria: Qualifying Marks 36%
Performance:
Total Participants' Performance:
VERY GOOD
(83-100%) (25-30)
GOOD
(56-80%) (17-24)
AVERAGE
(36-53%) (11-16)
POOR
(33%) (10)
Poor performance
Performance after recall
Participants' Name
Called on date
Good
Average
Poor
(HRD)
From India, New Delhi
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Your feedback form is good, but the overall evaluation of the venue is not necessary. This factor doesn't play a very important role. I would suggest removing it.
On the other hand, performance after the training program is important. Hence, I am presenting this format for evaluating employees' performance after training. This can be done in two ways: immediately after the training program by framing a questionnaire and having participants answer it to ensure maximum retention and attention. The other way is through feedback from the Head of Department, which can be done after a week.
The format provided below is based on the number of questions, so percentages may vary.
TOPIC: DATE:
FACULTY NAME:
Number of participants:
Effectiveness criteria: Qualifying Marks 36%
Performance:
Total Participants' Performance:
VERY GOOD
(83-100%) (25-30)
GOOD
(56-80%) (17-24)
AVERAGE
(36-53%) (11-16)
POOR
(33%) (10)
Poor performance
Performance after recall
Participants' Name
Called on date
Good
Average
Poor
(HRD)
From India, New Delhi
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Hi Archana it seems the last post has lost its shape, here is attachment which may help u amrender
From India, New Delhi
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From India, New Delhi
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Hi Archana,
The form is good, but the section for venue evaluation is not very important. I would suggest removing it. On the other hand, performance evaluation of employees after the training program is crucial. I am posting a format that may be of help to you. This format is based on instant performance evaluation using a questionnaire.
Based on your format, graphical representation is best since your form's ratings are based on scale rating.
From India, New Delhi
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The form is good, but the section for venue evaluation is not very important. I would suggest removing it. On the other hand, performance evaluation of employees after the training program is crucial. I am posting a format that may be of help to you. This format is based on instant performance evaluation using a questionnaire.
Based on your format, graphical representation is best since your form's ratings are based on scale rating.
From India, New Delhi
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Hi all,
I want to design a feedback form from the trainer's point of view, including:
1. His/Her satisfaction in delivering the training.
2. Were the participants interested and interactive?
3. Were the participants involved and attentive in the training?
4. Pre-training knowledge of participants.
Can anyone help me?
From India, Mumbai
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I want to design a feedback form from the trainer's point of view, including:
1. His/Her satisfaction in delivering the training.
2. Were the participants interested and interactive?
3. Were the participants involved and attentive in the training?
4. Pre-training knowledge of participants.
Can anyone help me?
From India, Mumbai
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hi i m doing project on training feeback and effectiveness of training plz help on to this topic i need a questionnaire on this so that i can do survey
From India, Mangaluru
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From India, Mangaluru
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Ashlesha,
Have you identified all the factors that are within the control of the trainer? If so, you could use a Likert scale type of questions to get the feedback. Have you considered using co-trainers? I used to team-teach with a colleague, and it worked well. Please see TRG: Our Company (link updated to site home) ([url=https://www.citehr.com/results.php?q=TRG Our Company]Search On Cite | [url=https://www.google.com/search?q=TRG Our Company]Search On Google])
Simhan A retired academic in the UK
From United Kingdom
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Have you identified all the factors that are within the control of the trainer? If so, you could use a Likert scale type of questions to get the feedback. Have you considered using co-trainers? I used to team-teach with a colleague, and it worked well. Please see TRG: Our Company (link updated to site home) ([url=https://www.citehr.com/results.php?q=TRG Our Company]Search On Cite | [url=https://www.google.com/search?q=TRG Our Company]Search On Google])
Simhan A retired academic in the UK
From United Kingdom
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Dear Archana,
I have gone through your form and found it quite comprehensive. Yes, indeed, training date/topic/other details shall help you understand which training has been rated excellent and the required changes in others. However, I also feel that if you can put your ratings in a box format because even presentation counts.
Also, we can add other questions such as:
1) Would you recommend your colleagues to attend this training?
Ensure a mix of open and closed-ended questions are used. Open-ended questions will let you know what your participants have actually felt, and closed-ended questions shall help you in the analysis.
Anyways, take care and all the best... :)
From India, Madras
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I have gone through your form and found it quite comprehensive. Yes, indeed, training date/topic/other details shall help you understand which training has been rated excellent and the required changes in others. However, I also feel that if you can put your ratings in a box format because even presentation counts.
Also, we can add other questions such as:
1) Would you recommend your colleagues to attend this training?
Ensure a mix of open and closed-ended questions are used. Open-ended questions will let you know what your participants have actually felt, and closed-ended questions shall help you in the analysis.
Anyways, take care and all the best... :)
From India, Madras
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Training Feedback & Evaluation Form.xls
Training Feedback Form General.pdf