Training evaluation form

What is a training evaluation form?

A training evaluation form is a tool used by people development managers and human resource professionals to systematically collect feedback from trainers and trainees. It is also used to identify skill gaps of employees in order to make training activities and the overall experience better. Training evaluation forms and training feedback forms usually encompass training content, trainer expertise, and trainee insights such as what they liked the most about the program and what can be improved on the training structure, format, or materials.

How to get feedback after training

The main objective of training feedback or training evaluation forms is to provide insight into 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 several factors, but the 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 workplace coaching.

• Feedback of appreciation – The goal of appreciation is to motivate them to receive 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 trainer assessment methods, it is evaluated whether the training participants are able to apply what they have learned from the program. Self-assessments or formal assessments by their immediate superior may also 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.

Training evaluation example: What should your evaluation form include?

To further give you a better idea on what a training evaluation form should include, below are sections and questions that you can use for your training feedback form.

1. Program objectives

   • Were program objectives clearly defined?

   • Did the facilitator cover all program objectives?

2. Course content and relevance

   • Was the material the right level of complexity for your background?

   • Were the course materials well organized?

   • Does the course material help support course objectives?

   • Was content relevant to your role’s needs?

3. Facilitator knowledge and effectiveness

   • Did the facilitator demonstrate a good understanding of the program material?

   • Did the facilitator effectively deliver the program material?

   • Did the facilitator do a good job at generating participant interaction while keeping a safe learning environment?

   • Was the pace of the program good?

   • Is the duration of the learning session appropriate for the content objectives and complexity?

4. Program evaluation

   • Was the assessment a fair representation of the program content?

   • Did the role-plays or simulations give a fair representation of the program content?

5. Facility

   • Did the training area have adequate lighting?

   • Was the temperature comfortable and conducive for a learning session?

   • Did the participants have access to a computer and/or tools to simulate and have kinesthetic practice?

Aside from these 5 sections, you may also choose to add a section for participants to express their final thoughts and a space for them to sign. Below is an example of a finished training evaluation form. This evaluation form was created using this training evaluation form.

Training Evaluation Form | Download PDF Template