Hello HR friends,
This valuable document contains the essential end-of-programme validation, feedback and follow-up instruments: most ready for use, others for you to develop to suit your own situation.
Instruments such as the ones included in this document are the most effective way of:
a) determining what the participants have learned
b) giving the learners time to reflect on their learning during the programme prior to their completion of their post-training personal action plan
c) getting useful feedback in an organized manner, to help with future training planning, and
d) ensuring trainees and learners follow-up their training with relevant actions to apply, improve, develop and reinforce learning attained.
The document contains two alternative learning evaluation instruments; two suggested approaches to post-training personal action planning, and four types of 'reactionnaire' for post-training feedback.
Tools included:
• Evaluation of Learning Questionnaire (LQ) - ready to use
• Evaluation of Key Objectives Learning Questionnaire (KOLQ) - guide
• Action Plan template and instruction - ready to use
• Four separate and different 'Reactionnaires' - to suit different situations
About 'reactionnaires':
It is often valuable to obtain the reactions of training participants to matters outside the evaluation of the learning itself, eg., domestic arrangements, style and pace of training delivery, training administration, etc.
By using a well constructed and effective 'reactionnaire' (not a tame 'happy sheet', skewed to prompt favourable comments) useful data can be obtained to help plan future training. It is not necessary to have this type of feedback completed after every course or programme.
Use 'reactionnaires' for the first two or three times that a new programme or course is run, to enable fine tuning and to identify problem areas. Hopefully it will be helpful for everyone working in HR field.
With compliments,
Adnan
From Pakistan, Karachi
30This valuable document contains the essential end-of-programme validation, feedback and follow-up instruments: most ready for use, others for you to develop to suit your own situation.
Instruments such as the ones included in this document are the most effective way of:
a) determining what the participants have learned
b) giving the learners time to reflect on their learning during the programme prior to their completion of their post-training personal action plan
c) getting useful feedback in an organized manner, to help with future training planning, and
d) ensuring trainees and learners follow-up their training with relevant actions to apply, improve, develop and reinforce learning attained.
The document contains two alternative learning evaluation instruments; two suggested approaches to post-training personal action planning, and four types of 'reactionnaire' for post-training feedback.
Tools included:
• Evaluation of Learning Questionnaire (LQ) - ready to use
• Evaluation of Key Objectives Learning Questionnaire (KOLQ) - guide
• Action Plan template and instruction - ready to use
• Four separate and different 'Reactionnaires' - to suit different situations
About 'reactionnaires':
It is often valuable to obtain the reactions of training participants to matters outside the evaluation of the learning itself, eg., domestic arrangements, style and pace of training delivery, training administration, etc.
By using a well constructed and effective 'reactionnaire' (not a tame 'happy sheet', skewed to prompt favourable comments) useful data can be obtained to help plan future training. It is not necessary to have this type of feedback completed after every course or programme.
Use 'reactionnaires' for the first two or three times that a new programme or course is run, to enable fine tuning and to identify problem areas. Hopefully it will be helpful for everyone working in HR field.
With compliments,
Adnan
From Pakistan, Karachi
Hello Bharat,
Thank you for your query. As mentioned in the first line of my post that...
...therefore, it should be clear that the "Evaluation of TRAINING and LEARNING" document can be used as a supplement, especially designed for learners, through which a HR professional or line manager can evaluate what participants have learned in any sort of training based on each key objective area. So you may say that it's all about the XYZ training program, its material, teaching/training format, location, etc.
It is essential that at the end of every learning event, all learners should complete an action plan based on what has been learned or has been reminded. When learning is applied when the trainee returns to work, the new skills and knowledge develop, reinforce their new abilities, and the organization benefits from improved performance. Learning without meaningful follow-up and application is largely forgotten and wasted.
Please go through the material and re-read, assuming that you are a learner/participant, and you must have to fill this questionnaire. I am sure this time your concept shall be crystal clear.
Again, thank you for raising the point of MIND MAPPING with the stuff, which will help others as well.
Best wishes,
Adnan
From Pakistan, Karachi
Thank you for your query. As mentioned in the first line of my post that...
...therefore, it should be clear that the "Evaluation of TRAINING and LEARNING" document can be used as a supplement, especially designed for learners, through which a HR professional or line manager can evaluate what participants have learned in any sort of training based on each key objective area. So you may say that it's all about the XYZ training program, its material, teaching/training format, location, etc.
It is essential that at the end of every learning event, all learners should complete an action plan based on what has been learned or has been reminded. When learning is applied when the trainee returns to work, the new skills and knowledge develop, reinforce their new abilities, and the organization benefits from improved performance. Learning without meaningful follow-up and application is largely forgotten and wasted.
Please go through the material and re-read, assuming that you are a learner/participant, and you must have to fill this questionnaire. I am sure this time your concept shall be crystal clear.
Again, thank you for raising the point of MIND MAPPING with the stuff, which will help others as well.
Best wishes,
Adnan
From Pakistan, Karachi
Thanks Mr Adnan,
its very useful & helping me out in knowing the exact tips of the training & development program.plz do let me know the hottest new topic's in this corporate HR in order to make my self updated and worthful to the organization.
Thanks & warm regards...
bharat
From India, Hyderabad
its very useful & helping me out in knowing the exact tips of the training & development program.plz do let me know the hottest new topic's in this corporate HR in order to make my self updated and worthful to the organization.
Thanks & warm regards...
bharat
From India, Hyderabad
Dear Adnan,
Thatks for the clear post, giving a brief introduction to the topic and how to use the forms; also, I appreciate the acknowledgement given to the author of the forms through the "boxed" quotation. This aspect is not used by many, leading to copyright violations.
Have a nice day.
Simhan
A retired academic in UK
From United Kingdom
Thatks for the clear post, giving a brief introduction to the topic and how to use the forms; also, I appreciate the acknowledgement given to the author of the forms through the "boxed" quotation. This aspect is not used by many, leading to copyright violations.
Have a nice day.
Simhan
A retired academic in UK
From United Kingdom
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Training Evaluation - PPT 6.ppt
Training evaluation tools.pdf