Training Evaluation Forms

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Published November 2nd, 2020

What is a Training Evaluation Form?

A training evaluation form is a tool used by training managers and human resource professionals to collect feedback from trainers and trainees. It is used to identify skill gaps and problems to help improve training programs and the overall experience these programs provide.

The following sections will discuss:

How to Get Feedback After Training

The main objective of training feedback forms is to provide insight on how effective the training program was in achieving set goals—not necessarily to provide feedback on the participants and how they fared during the said program. Aside from questions regarding satisfaction with the program, it is also vital to ask about things that participants want to change or add to it. Creating an effective training program will depend on a number of factors, but the 10 tips below will help drive any training program in the right direction.

  • Keep it short.
    If possible, limit the training evaluation form to a single page that would take no more than five minutes to complete.
  • Stay on topic.
    Ask questions relevant to the content of the program and about how it was conducted. Ask participants if they found the program’s content valuable and whether or not the content has any practical application for them.
  • Ask actionable questions.
    Only ask questions about aspects of the program that can be changed. Ask if the location, timing, and method of facilitation, among other things, is ideal.
  • Make questions easy to answer.
    Make questions specific so it’s easier to give objective answers. Open-ended questions are important so participants can provide comments and suggestions, but limit these questions to a few so everyone is encouraged to complete the training evaluation form.
  • Provide choices.
    Multiple-choice questions are the simplest and quickest questions to answer. It also gives the impression that you already have several answers to the question and are just looking for opinions on which is the best.
  • Make it part of the program.
    Accomplishment of the training feedback form should be part of the program and should not take up a participant’s own time. Ensure that there’s enough time for it before closing.
  • Ensure anonymity.
    Absolute honesty is key in getting accurate and actionable results. Ensuring that training feedback remains anonymous eliminates the participants’ fear of hurting anyone’s feelings.

What are the 3 Types of Feedback?

In general, there are three main types of feedback with different underlying goals. The goal of feedback could either be appreciation, evaluation, or coaching.

  • Feedback of appreciation
    The goal of appreciation is to motivate the on receiving feedback. More than providing feedback, it focuses on building and nurturing relationships, particularly in a workplace setting. Often, people who say they don’t receive enough feedback are simply looking for appreciation, not advice.
  • Feedback of evaluation
    This provides the recipient of the feedback a view of where he or she stands against a certain set of standards or values. A rating or ranking system is typically used to aid in measuring performance and compliance. Evaluation feedback helps in aligning expectations and planning next steps.
  • Feedback of coaching
    This feedback is usually given when an individual is facing apparent challenges that affect his or her performance or when coaching is requested. The main goal of coaching is learning and growth.

What are the 5 Criteria Used for Training Evaluation?

Training is an important aspect of the business, and the Phillips ROI methodology establishes five criteria for the success of a training program based on its impact on the participants. Calculating the return in investment (ROI) in training could be a challenge, but this methodology proposes that it could be done by compiling training data and assigning monetary values to them so they can be compared to the cost of creating and setting up the program. The Phillips ROI methodology divides the criteria for training evaluation into five levels.

  • Level 1: Reaction
    This gauges participant response to the content and facilitation of the training. It’s common practice to request participants to complete a training feedback form as the training concludes to help assess the program’s effectivity and if it met the necessary learning conditions.
  • Level 2: Learning
    This determines whether or not the participants learned from the training. Training facilitators usually give participants tests to assess this—a diagnostic test before the training and a short quiz that covers the content of the training afterward.
  • Level 3: Application and implementation
    This stage occurs some time after the training. Using applicable assessment methods, it is assessed if training participants are able to apply what they have learned from the program. Self-assessments or formal assessments by their immediate superior may be conducted.
  • Level 4: Impact
    Impact is measured by determining if stakeholder expectations are met. It also considers what other factors, some external, could have affected the outcomes.
  • Level 5: Return on investment (ROI)
    The final level defines the value of a training program through a cost-benefit analysis. This helps determine if the money invested in the program produced measurable results.

How do you use a training feedback form with iAuditor?

iAuditor by SafetyCulture is a versatile mobile inspection and checklist app that can serve as a training evaluation tool that can help evaluators or practitioners of the training program perform digital training evaluations. Use digital training evaluation tools to efficiently assess training programs and identify areas for improvement. With iAuditor, you’ll be able to perform training evaluations anytime and anywhere using a mobile device, tablet, or desktop. Generate on-site training evaluation reports and instantly share with others with just a tap of a finger.


Alexis dela Cruz

SafetyCulture staff editor

Alex has been a professional writer and editor since 2007 and has worked with website developers, online retailers, and medical and healthcare professionals in the development of web content, content for blogs, and newsletter and manuscript content, respectively.