To check your training is getting the desired results and is worth the time, money and effort you have put into it, you can put in place a process to evaluate it.
You can collect information based on reactions, learning, behaviour and results from participants, their managers and company performance.
Using the information you gather you can tweak, re-design, re-align or raise awareness of key issues coming out of your training, be that internally or feedback to your external provider.
- To evaluate based on reactions you can provide a post course questionnaire
- To evaluate based on learning of knowledge, skills or attitudes you can carry out quizzes, case studies, multiple choice tests, exam papers or interviews (for knowledge); or observation of performance in role plays, simulations or real-life tasks (skills) and questionnaires or surveys (for attitudes)
- To evaluate based on behaviour you can observe individuals at work or undertaking exercises or assessment might take place through an apprenticeship scheme
- To evaluate based on results will require you having identified what success looks like when you originally considered your training needs. There may be other factors at play, other than just the training, when you look at whether you have achieved more sales or less wastage, for example
- You can be evaluated by an external body such as Investors in People which can help guide you and give credibility to your training activities
Below is an example training evaluation form used at the end of training sessions to collect reactions.