Hi all,
Could anyone help me out with some parameters for evaluating trainee satisfaction with an initial training programme before joining the job. I thought of trainer/faculty, course content, facilities, delivery, application in work, improvement in behavioural skills. If there is anything else you can think of, pls let me know
thanks
Tanya
From India, Mumbai
2Could anyone help me out with some parameters for evaluating trainee satisfaction with an initial training programme before joining the job. I thought of trainer/faculty, course content, facilities, delivery, application in work, improvement in behavioural skills. If there is anything else you can think of, pls let me know
thanks
Tanya
From India, Mumbai
Hello Tanya. I think that you have covered all of the bases. I use my MICE Principle whenever I design a new participant feedback form. The feedback areas covered by my MICE principle are these:
Materials – Are the quantity and quality of learner resources sufficient, including computers, guides, workbooks, handouts, and so on?
Instructor – How is the quality of the instruction and facilitation and do they adhere to accepted learning principles?
Content – Are the course content and assessments adequate and relevant to the stated learning outcomes of the training?
Environment – Is the physical environment conducive to learning and is the workplace environment conducive to transferring the skills learned back to the job?
I’m very pleased to see that you have gone beyond just participant “satisfaction” and are trying to gauge application back on the job.
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
Materials – Are the quantity and quality of learner resources sufficient, including computers, guides, workbooks, handouts, and so on?
Instructor – How is the quality of the instruction and facilitation and do they adhere to accepted learning principles?
Content – Are the course content and assessments adequate and relevant to the stated learning outcomes of the training?
Environment – Is the physical environment conducive to learning and is the workplace environment conducive to transferring the skills learned back to the job?
I’m very pleased to see that you have gone beyond just participant “satisfaction” and are trying to gauge application back on the job.
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
It has often been seen that training feedbacks are not very accurate unless the group providing the feedback is mature enough to appreciate the idea behind the feedback.
In my opinion, certain crucial factors like the trainer's rapport with the audience; facilities etc. prejudice all other aspects of the feedback, thus rendering it redundant.
While designing a feedback form, make sure that you provide adequate space for comments on each parameter and make it mandatory for the participants to justify their ratings through the comments. This will ensure a far more accurate feedback than what is normally achieved.
From India, Mumbai
In my opinion, certain crucial factors like the trainer's rapport with the audience; facilities etc. prejudice all other aspects of the feedback, thus rendering it redundant.
While designing a feedback form, make sure that you provide adequate space for comments on each parameter and make it mandatory for the participants to justify their ratings through the comments. This will ensure a far more accurate feedback than what is normally achieved.
From India, Mumbai
Hey Les,
Thank you so much for the MICE principle, i was comparing all my questions and seeing whether it fits in with those parameters, i had not included the hand outs and work books as well as the physical environment, will definitely see to that. Im designing this for an initail training programme for freshers
thanks again
Tanya
From India, Mumbai
Thank you so much for the MICE principle, i was comparing all my questions and seeing whether it fits in with those parameters, i had not included the hand outs and work books as well as the physical environment, will definitely see to that. Im designing this for an initail training programme for freshers
thanks again
Tanya
From India, Mumbai
My pleasure, Tanya. I use a five point Likert scale for all questions so that I can do an analysis using MS Excel. At the end of each section of questions, I also put an open ended question, such as “Any other comments?”, where participants can write freely. Have you checked out the training section of our website at http://www.businessperform.com/html/...anagement.html
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
hey les,
i did use the five poin likert scale as well as added a question at the bottom for suggestions, so thanks a lot for ur advice. i did check out the training section of your website, got some info for my review of literature. i was hoping if u could help me with me research review, i need to find similar studies that have been done in evaluating training programs, or satisfaction with training programs etc, if you find anything do let me know or if u know the sources where i can locate the theses,
thanks again
Tanya
From India, Mumbai
i did use the five poin likert scale as well as added a question at the bottom for suggestions, so thanks a lot for ur advice. i did check out the training section of your website, got some info for my review of literature. i was hoping if u could help me with me research review, i need to find similar studies that have been done in evaluating training programs, or satisfaction with training programs etc, if you find anything do let me know or if u know the sources where i can locate the theses,
thanks again
Tanya
From India, Mumbai
Hi Tanya, You may already have these names. The main names for training evaluations are Robert Brinkerhoff, Jack Phillips and Donald Kirkpatrick. Marguerite Foxon and Laurie Bassie are also worth a look.
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
Hey Les,
thanks a lot for all your feedback, im going ahead with kirkpatrick model of training for the evaluation part of it, project has to be submitted next week so im typing away, as usual havin a problem with some statistical tools for data analysis, im using spss, any useful suggestions on tests for satisfaction with training programme are welcome
regards
tanya
From India, Mumbai
thanks a lot for all your feedback, im going ahead with kirkpatrick model of training for the evaluation part of it, project has to be submitted next week so im typing away, as usual havin a problem with some statistical tools for data analysis, im using spss, any useful suggestions on tests for satisfaction with training programme are welcome
regards
tanya
From India, Mumbai
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INDUCTION & TRAINING FEEDBACK FORM1.xls
Training Feedback Form.doc