As the name suggests, training evaluation refers to the analysis of the effectiveness of any training program. It is generally performed by collecting data from the participants who had undertaken the training program and trying to find out what worked and what didn't. The primary goal of any program is that they have learned something from the training and that they can apply those skills at the job or task to help improve efficiency and quality. At the end of the day, hosting and creating such training programs cost money to the organisation, and being able to ensure that the training is fruitful and that it brings in more revenue overall is essential.

Some of the elements that must be included in the post-training questionnaire are given as follows.

1. Effectiveness

Perhaps the most critical element while measuring the success of a training program is its effectiveness. Ensuring that it meets the learning objectives and that the learners were able to take something home is crucial. The learning must be comprehensive, and the participants of the training program must be able to apply it in their jobs.

A post-training evaluation survey or questionnaire can help understand the perception of the learners if the course helped them in any aspect or not. The relevance of the training for their jobs will also be questioned and will tell if it was something that is quite helpful for their particular domain or position. Asking for suggestions on how to improve the aspects of the training program will also provide excellent ideas for future improvements.

2. Comprehension

Comprehension here refers to the way in which the course content is delivered. It deals with the effectiveness of the course delivery. The clarity of the material and its conciseness is also included in this section. It surveys the competency and delivery of the instructor, and whether they were knowledgeable in the subject matter.

The instructor must also be able to explain the various concepts in a manner that people can relate to easily. They must be able to provide support and help the participants get a better understanding of the subjects handled in the program. These are some of the questions that you can add into the evaluation questionnaire.

3. Engagement

Learning engagement is a priority regardless of the course or the type of training. Being a passenger in their learning is something that no one wants. Involvement can be in the form of various active learning approaches such as collaborations, simulations, and other interactive activities to foster a better understanding of the course contents. In the case of eLearning, games, interesting scenarios, interactive quizzes can be used to improve learner engagement and understanding. Asking the learners to rate the course based on how engaging they felt, will provide valuable feedback.

4. Attractiveness

The overall feel of the course and its look is an important part that must be taken into account. Having very dry and uninspired topics and course contents are bound to leave the learners bored and generally unsatisfied. This is almost never a good thing. Having eye-catching topics and subjects is a must to ensure higher engagement and interest from the participants. Hand-outs to participants, the use of multimedia, attractive presentation slides are all an important aspect of attractiveness. Especially for eLearning courses, such an interface and learning environment with an aesthetic appeal would help greatly. eLearning is also mostly depending on visual aids and design principles, and this means that the creators of the modules must put a lot of attention and work into the attractiveness factor. For asynchronous courses, a well-crafted module using a lot of multimedia is very useful for learners, and will also ensure better effectiveness.

5. Suggestions

No survey or questionnaire is complete without taking suggestions. The issue, however, is that the learners generally do not bother filling it out since it requires more time and thought to be put in. These open-ended questions are skipped by the takers of the survey. The best way to go about it would be not to allow the course to be completed until and unless something has been entered into the suggestions box. You could ask them about future implementation that they feel would work very well. Such insight is invaluable, and being able to get information from hundreds of users is an excellent way to go about making changes.

Benefits of Training Evaluation

Ensures accountability

Evaluation always ensures that any gaps in the competency are bridged and that no compromises are made on the deliverables. This helps keep the business on track and allows revenue to continue flowing in.

Accounts for the cost

Structuring and having training program costs money. The improvement in the behavior of employees, quality of work, attitude and skill development, however, must ensure that they provide better returns in the long run.

Feedback to the trainer

This helps to get a better understanding of the loopholes in the training, and what can be done to overcome these to ensure better engagement, understanding, and application in real life scenarios.

Evaluation is one of the most important steps in any field or domain, and especially so for a feedback-oriented system such as training. Insight from the perspective of the learner is also important, and only evaluation will help find out more about this. What every organisation providing training must remember is that the learner and not the content is the central star of the show and that they must never be treated just as an afterthought. Getting feedback must be prioritised, and some of the most successful training programs have a comprehensive feedback and insight system in place.

Published by Harris Scott