Hi, I m doing MBA From Saurashtra university in sem 4. i m doing training in essar oil . i want to do research on training effectiveness. plz help me for framing a good quesstionnaire. thank you
From United States
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1From United States
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Hi Suchitra,
You can prepare two different questionnaires, one for trainees and the other for HODs or superiors of those trainees.
For trainees, you can prepare:
1. A test paper containing some open-ended questions and some close-ended questions related to the training content.
2. You can ask them whether the training was necessary for them.
3. Whether it was interesting.
4. Whether they want such kind of training to be conducted in the future.
5. What changes they want to see in the next training.
For superiors, you can ask about the performance of trainees after the training: whether it was good, very good, satisfactory, or not improved.
I hope this will help you to some extent.
Best regards,
Varsha
From India, Pune
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You can prepare two different questionnaires, one for trainees and the other for HODs or superiors of those trainees.
For trainees, you can prepare:
1. A test paper containing some open-ended questions and some close-ended questions related to the training content.
2. You can ask them whether the training was necessary for them.
3. Whether it was interesting.
4. Whether they want such kind of training to be conducted in the future.
5. What changes they want to see in the next training.
For superiors, you can ask about the performance of trainees after the training: whether it was good, very good, satisfactory, or not improved.
I hope this will help you to some extent.
Best regards,
Varsha
From India, Pune
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Suchitra, the assessment of training effectiveness could be done using various models. One such model is Kirkpatrick's. This model suggests four levels. Choose which level you want, accordingly develop the measurement, and include the measurement in your tool of data collection.
Dr. Chandra Sekhar SF
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Dr. Chandra Sekhar SF
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Hello Suchitra. Questionnaires and surveys can give you some very useful information on how effective the training is. However, by their nature, they are subjective and so do not give you the complete picture. I suggest the organization also needs to conduct evaluations at Kirkpatrick’s Level 2 and Level 3 at least using objective data.
You can find out more about conducting evaluations using Kirkpatrick’s model at http://www.businessperform.com/html/...ffectiven.html
You’ll also find here some links to evaluation resources.
Vicki Heath
Training Management Resources
http://www.businessperform.com
From Australia, Melbourne
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You can find out more about conducting evaluations using Kirkpatrick’s model at http://www.businessperform.com/html/...ffectiven.html
You’ll also find here some links to evaluation resources.
Vicki Heath
Training Management Resources
http://www.businessperform.com
From Australia, Melbourne
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hi suchitra im sai hey u can find sample questions from google just say sample question and the subject u will get lot of queries and then u can select what ever u need in ur qs
From India, Hyderabad
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From India, Hyderabad
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hi Vicki,
could you please elaborate on the 4th Level of Kirkpatrick training evaluation model.
How do we actually carry out cost-benefit analysis. Because after the first stage(REaction) of Kirkpatrick method , we move towards subjective issues to be analysed..quantifying usch parameters is quite difficult.
How do we do that. Please solve this query.Thank you.
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could you please elaborate on the 4th Level of Kirkpatrick training evaluation model.
How do we actually carry out cost-benefit analysis. Because after the first stage(REaction) of Kirkpatrick method , we move towards subjective issues to be analysed..quantifying usch parameters is quite difficult.
How do we do that. Please solve this query.Thank you.
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Training and Development Questionnaire.d oc
Training Effectiveness Chart.jpg