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What to Capture in a Training Program Feedback?

The design of the Form is one of the critical aspects of the post program Feedback process. Most of the times the Trainer or the Training Manager will go through the whole thing of designing the feedback using some kind of a standard or a gut process. While this may serve at some perfunctory level, it really doesnot help in the true sense in which the Feedback is captured.
Now, what parameters need to be captured in the Feedback is a function of who is designing the form and what they are intending to do with it. Who ever does it (be it the Trainer or the Training Manager), the basis shall be the Training Value Chain. Let us look quickly at the elements of the value chain
01. Training Needs Identification
02. Training Calenderization
03. Program Design
Program Objective
Methodology
Duration
04. ROI Measurement
It will become quickly visible that if a Training Manager is planning to create the Feedback, it would be necessary for him/her to see which part of the whole value chain is most important, in the current context. while noting that all elements are important. For example, if he is capturing the Training Feedback for Sales executive who have time constraints, he/she would focus on the Training Calendar and parts thereof. That is by capturing information about suitability of dates and times; adequate notice for the training, and so on.
So, what goes into a Training Program Feedback form has actually to be done with a lot of care and thought so as to get the right information that will enable in appropriate decision making process.


1.Effectiveness


Effectiveness is a critical element when you measure the performance of a training program. . It is also the most important aspect when it comes to creating a post-training evaluation questionnaire. It establishes your learners’ perception of whether or not the course helped them attain their learning objectives.

Effectiveness is a critical element when you measure the performance of a training program.


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Moreover, the learners’ opinions on the effectiveness of eLearning courses are an indicator of how relevant the lesson is for them. It will tell you if they think that the skills they’ve learned can actually be helpful for their everyday work. This part of the survey asks if the learners’ WIIFM (What’s In It For Me?) question was addressed and if they are satisfied with what they have learned.
You can start by asking the learners how effective the course or program was in achieving their learning objectives. You can also ask what they think the best and worst aspects of the program are and some suggestions on how to improve those.

2. Comprehension


The comprehension aspect of a post-training evaluation questionnaire refers to the effectiveness of the course delivery.
This section in your learner satisfaction survey asks questions about the way the course content was delivered.
This element also includes the conciseness and clarity of content. Was the subject matter easy for the learners to follow and understand? Was the wording of any written materials clear? Were the multimedia materials clearly visible and audible? For face-to-face or synchronous training, this part of the survey also includes the manner in which the lesson was facilitated. Was the trainer knowledgeable in the subject matter? Was the facilitator able to explain the topic in a way that the audience can relate to? Did the instructor offer enough support to the learners during the session? These are some of the questions you can include in your post-training evaluation questionnaire.

3. Attractiveness


The course’s overall look and feel is also an integral part of a post training evaluation questionnaire.Any type of course-related material like participant handouts, presentation slides, or multimedia fall under this aspect. This is a critical component – particularly for eLearning courses – because it tells you if your interface, learning environments, and multimedia resources are aesthetically appealing.
Since eLearning is a medium that’s heavily dependent on visual design principles, course creators need to pay a lot of attention to the attractiveness factor.
While it may seem trivial to most, the learners’ exposure to the look and feel of your course can greatly affect the learning experience. Thus, having well-crafted multimedia resources also matter – especially for self-paced, asynchronous courses.
When you solicit feedback, you can ask your learners to rate the multimedia components (video, audio, and images) of the program based on how attractive they think those are. You can also solicit suggestions on how to make the course more appealing in terms of visual and/or auditory aspects.

4. Engagement


No one wants to just be a passenger in their own learning; learner engagement must be a priority for any type of course. For face-to-face sessions, engagement can come in the form of active learning approaches like simulations, activities, and collaborative work. For eLearning, these can be in the form of games, interactive quizzes, and branching scenarios.
For your post-training evaluation questionnaire, you can ask your learners to rate the course based on how engaging it is. Another question you can ask is how satisfied they are with the interactivity provided by the course.

5.Suggestions


Of course, no post-training evaluation questionnaire is complete without a part that asks for suggestions. . The main challenge, however, is that this part is usually skipped by learners. Most of the time, these open-ended questions require them to take a little bit of time to come up with responses.
A friendly tip on how to do this: require the learners to put at least three suggestions to improve training effectiveness. If they don’t put anything in the suggestion “box,” the system will not allow them to proceed and complete the course. For your ‘suggestion box,’ you can ask your learners on what changes they would like to apply to the program as it is. You can also ask for future ideas on program improvement.

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