The following sections will discuss:
- tips on how to get feedback from participants after training;
- the 3 types of feedback;
- the 5 criteria used by evaluators to assess a training program; and
- how a digital tool can help in training evaluation.
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.
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.
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.
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.
Top Training Evaluation Forms
Training Evaluation Form
This training evaluation form is used by trainers to record observations on newly hired employees during training. Evaluate trainee performance and check if they’re performing according to the given metrics. Provide an effective learning experience for participants by performing training evaluations for new hires using this checklist.
Training Feedback Form for Trainees
This Training Feedback Form for Trainees is a useful tool to assess the employees’ perception of the training program. With responses ranging from Strongly Agree to Strongly Disagree, this template can help evaluate presenter’s preparedness, the training program’s content, and materials used during the training. With iAuditor you can customize response sets and set the scoring for each response to gain insights into how trainers and training programs are performing over time.
Training Effectiveness Evaluation Form
This Training Effectiveness Evaluation Form is used to evaluate training contents and trainer effectiveness during the training program. This will help the organization determine if the training was deemed helpful by the employees for their current role. Use iAuditor to check frequent failed responses to identify training program’s areas for improvement that may need to be prioritized.
Post-training Evaluation Form
A post-training evaluation form is a tool used to assess a training program or course right after it is conducted. This form can be used to gather valuable insight into the effectiveness of a program. Use this form template to evaluate and improve future training programs.
Training Assessment Form
Trainers and Operations Supervisors can use this Training Assessment Form to record training programs needed by each employee. Use iAuditor to provide explanation why training program/s is/are recommended for the employee and generate assessment report while on-site.
Trainee Evaluation Form
This trainee evaluation form is a tool used to evaluate and give feedback to trainees. Rate trainees on punctuality, responsibility, preparedness, and more. Use this template to provide trainees with feedback that they can use to improve themselves.