Hi all, good day! Can someone help me in getting the training analysis format after taking feedback from all trainees? Basically, I need formats to analyze the effectiveness of the trainer and the training program. Also, I request if someone has Level 3 and Level 4 evaluation forms as per the Kirkpatrick model. Thanks in advance for your support.
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Dear Pankaj Sharma,
After conducting a training program, feedback is generally obtained from the participants. However, the rationale behind this feedback is a point to moot.
Feedback could be good, very good, or excellent. Nevertheless, the feedback is on the trainer. However, the training was for whom? It was for the participants or trainees and certainly not for the trainer. What will your organization achieve by giving feedback to the trainer? He/she will improve because of this feedback. However, the objective of the training was not the trainer's improvement. Why do you wish to grow a trainer at your expense?
I am not saying that feedback on the trainer should not be taken after the training program, but it achieves little.
Secondly, feedback cannot be a one-way street. How about taking feedback from the trainer on the quality of the participation by the learners?
Measurement of Training Effectiveness on Kirkpatrick Model
Good to note that you wish to measure the training effectiveness. However, to measure the effectiveness, it requires a different kind of setup. Secondly, one needs to make a measurement plan before conducting the training and not after. Anyway, earlier, I had given an exhaustive reply on the subject of employee training. You may click the following link to refer to it:
https://www.citehr.com/601906-traini...ml#post2400014
Thanks,
Dinesh Divekar
From India, Bangalore
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8072After conducting a training program, feedback is generally obtained from the participants. However, the rationale behind this feedback is a point to moot.
Feedback could be good, very good, or excellent. Nevertheless, the feedback is on the trainer. However, the training was for whom? It was for the participants or trainees and certainly not for the trainer. What will your organization achieve by giving feedback to the trainer? He/she will improve because of this feedback. However, the objective of the training was not the trainer's improvement. Why do you wish to grow a trainer at your expense?
I am not saying that feedback on the trainer should not be taken after the training program, but it achieves little.
Secondly, feedback cannot be a one-way street. How about taking feedback from the trainer on the quality of the participation by the learners?
Measurement of Training Effectiveness on Kirkpatrick Model
Good to note that you wish to measure the training effectiveness. However, to measure the effectiveness, it requires a different kind of setup. Secondly, one needs to make a measurement plan before conducting the training and not after. Anyway, earlier, I had given an exhaustive reply on the subject of employee training. You may click the following link to refer to it:
https://www.citehr.com/601906-traini...ml#post2400014
Thanks,
Dinesh Divekar
From India, Bangalore
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Training Feedback Analysis-2.xls
Training Needs Analysis Questionnaire.d oc