At the end of the final training session in a training program it is essential to distribute evaluation forms on trainees and ask them to fill the forms out. Although such training evaluation forms might not ultimately provide an accurate measurement of the effectiveness and value of the training program yet they do indeed provide an indicator of how participants feel about the training. The feedback provided by participants in the training evaluation form can also be a rich source of information for the trainer providing him with insights about how to improve the training program next time he delivers it and clues on how to improve his training practice as a whole.
There are so many different ways to design a training evaluation form. Generally speaking, the training evaluation form is divided into several sections. One of the sections asks about the trainer and his competence. Another section asks about the training room, facilities and equipment. Further questions ask about the content of the training and materials provided. There can also be a question asking about the overall evaluation of the training as a whole. A further section can ask about the usefulness and practicality of the training and to how extent it can benefit the participant in his work.
Keep it Short and Simple
It is essential however to try and keep the training evaluation form short and as simple as possible in order not to overburden trainees at the end of the training program. A lengthy evaluation form could lead to participants just going through the question points one after the other checking each them rapidly without reading them carefully or taking the time to think and provide accurate answers for each question.
Open Ended Questions
In addition to the graded questions there can also be open ended questions that should be filled out with words written by participants. Examples of such questions can be: “State 3 main learning points you have gained during the training.” “What will you do differently at work after attending this training?” “What did you like most about this training program?” and “How can this training program be improved?”
As for the other graded questions it is best to provide 5 grades for each question. Providing more than that, let’s say 10 grades, could be detrimental and confusing to participants. Examples of graded questions within the previously mentioned section are: “The trainer was well prepared,” “The trainer answered participant questions,” “The depth of knowledge of the trainer,” “The trainer explained activities clearly,” “Quality of the visuals,” “Quality of the materials provided,” “The training room,” and “Time allotted for the training program.”
Analyze the Forms
The trainer should have a look at the evaluation forms and study them carefully to better understand how participants see and value the various elements of the training program. This would help the trainer improve his training every time he delivers training.
Although feedback forms or evaluation forms provided to trainees at the end of a training program are not considered on their own to be an accurate measure of the effectiveness of the training yet they do provide a good indicator of the quality of the training and can help the trainer improve his craft.
What are other examples of questions that are useful to include in training evaluation forms?