Hi all,
Could anyone help me out with some parameters for evaluating trainee satisfaction with an initial training program before joining the job? I thought of the trainer/faculty, course content, facilities, delivery, application in work, and improvement in behavioral skills. If there is anything else you can think of, please let me know.
Thanks,
Tanya
From India, Mumbai
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2Could anyone help me out with some parameters for evaluating trainee satisfaction with an initial training program before joining the job? I thought of the trainer/faculty, course content, facilities, delivery, application in work, and improvement in behavioral skills. If there is anything else you can think of, please let me know.
Thanks,
Tanya
From India, Mumbai
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Hello Tanya. I think that you have covered all of the bases. I use my MICE Principle whenever I design a new participant feedback form. The feedback areas covered by my MICE principle are these:
Materials – Are the quantity and quality of learner resources sufficient, including computers, guides, workbooks, handouts, and so on?
Instructor – How is the quality of the instruction and facilitation and do they adhere to accepted learning principles?
Content – Are the course content and assessments adequate and relevant to the stated learning outcomes of the training?
Environment – Is the physical environment conducive to learning and is the workplace environment conducive to transferring the skills learned back to the job?
I’m very pleased to see that you have gone beyond just participant “satisfaction” and are trying to gauge application back on the job.
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
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Materials – Are the quantity and quality of learner resources sufficient, including computers, guides, workbooks, handouts, and so on?
Instructor – How is the quality of the instruction and facilitation and do they adhere to accepted learning principles?
Content – Are the course content and assessments adequate and relevant to the stated learning outcomes of the training?
Environment – Is the physical environment conducive to learning and is the workplace environment conducive to transferring the skills learned back to the job?
I’m very pleased to see that you have gone beyond just participant “satisfaction” and are trying to gauge application back on the job.
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
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It has often been seen that training feedback is not very accurate unless the group providing the feedback is mature enough to appreciate the idea behind the feedback.
In my opinion, certain crucial factors like the trainer's rapport with the audience, facilities, etc., prejudice all other aspects of the feedback, thus rendering it redundant.
When designing a feedback form, make sure that you provide adequate space for comments on each parameter and make it mandatory for the participants to justify their ratings through the comments. This will ensure far more accurate feedback than what is normally achieved.
From India, Mumbai
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In my opinion, certain crucial factors like the trainer's rapport with the audience, facilities, etc., prejudice all other aspects of the feedback, thus rendering it redundant.
When designing a feedback form, make sure that you provide adequate space for comments on each parameter and make it mandatory for the participants to justify their ratings through the comments. This will ensure far more accurate feedback than what is normally achieved.
From India, Mumbai
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Hey Les,
Thank you so much for the MICE principle. I was comparing all my questions to see whether they fit within those parameters. I had not included the handouts, workbooks, and the physical environment. I will definitely take care of that. I'm designing this for an initial training program for freshers.
Thanks again,
Tanya
From India, Mumbai
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Thank you so much for the MICE principle. I was comparing all my questions to see whether they fit within those parameters. I had not included the handouts, workbooks, and the physical environment. I will definitely take care of that. I'm designing this for an initial training program for freshers.
Thanks again,
Tanya
From India, Mumbai
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Hey i have actually put columns for rating as well as comments to explain it, thanks for the input and please pass on any other useful info Thanks Tanya
From India, Mumbai
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From India, Mumbai
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My pleasure, Tanya. I use a five point Likert scale for all questions so that I can do an analysis using MS Excel. At the end of each section of questions, I also put an open ended question, such as “Any other comments?”, where participants can write freely. Have you checked out the training section of our website at http://www.businessperform.com/html/...anagement.html
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
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Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
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Hey Les,
I did use the five-point Likert scale as well as added a question at the bottom for suggestions, so thanks a lot for your advice. I did check out the training section of your website and got some info for my review of literature. I was hoping if you could help me with my research review. I need to find similar studies that have been done in evaluating training programs, or satisfaction with training programs, etc. If you find anything, do let me know or if you know the sources where I can locate the theses.
Thanks again,
Tanya
From India, Mumbai
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I did use the five-point Likert scale as well as added a question at the bottom for suggestions, so thanks a lot for your advice. I did check out the training section of your website and got some info for my review of literature. I was hoping if you could help me with my research review. I need to find similar studies that have been done in evaluating training programs, or satisfaction with training programs, etc. If you find anything, do let me know or if you know the sources where I can locate the theses.
Thanks again,
Tanya
From India, Mumbai
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Hi Tanya,
You may already have these names. The main names for training evaluations are Robert Brinkerhoff, Jack Phillips, and Donald Kirkpatrick. Marguerite Foxon and Laurie Bassie are also worth a look.
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
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You may already have these names. The main names for training evaluations are Robert Brinkerhoff, Jack Phillips, and Donald Kirkpatrick. Marguerite Foxon and Laurie Bassie are also worth a look.
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
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Hey Les,
Thanks a lot for all your feedback. I'm going ahead with the Kirkpatrick model of training for the evaluation part of it. The project has to be submitted next week, so I'm typing away. As usual, I'm having a problem with some statistical tools for data analysis. I'm using SPSS. Any useful suggestions on tests for satisfaction with the training program are welcome.
Regards,
Tanya
From India, Mumbai
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Thanks a lot for all your feedback. I'm going ahead with the Kirkpatrick model of training for the evaluation part of it. The project has to be submitted next week, so I'm typing away. As usual, I'm having a problem with some statistical tools for data analysis. I'm using SPSS. Any useful suggestions on tests for satisfaction with the training program are welcome.
Regards,
Tanya
From India, Mumbai
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Training Feedback & Evaluation Form.xls
Training Feedback and Evaluation.doc