Evaluation tools

Training evaluation tools are the means you use to evaluate training programs.

Questionnaires

Questionnaires are the training evaluation method most often used. They consist of a set of questions that aim to obtain useful information from the participants. This tool is great for assessing the reaction of learners after a program.

Pros:

• allows accumulation of a large amount of information,
• cost-efficient,
• time-efficient,
• covers a large group of participants.

 Cons:

• low response rate,
• some unreliable responses,
• cannot clarify vague answers,
• subjective interpretation of questions by employees.

 

 Interviews

The aim of interviews is to gather both opinions and facts. Unlike questionnaires, interviews can reveal some insights into employees’ attitudes, behaviors, and mindsets. Apart from a classical face-to-face session, you can also conduct an interview by telephone or via the internet.

Pros:

• a better understanding of employees’ perspectives
• allows asking clarifying questions
• flexible

Cons:

• time-consuming,
• doesn’t cover a lot of learners – one at a time.

 

 Focus groups

One can think of this method as a mixture of a questionnaire and an interview, because it enables you to both cover a large group of people and get insights. If you’re looking for qualitative data, in an endeavor to get a clear picture of employees’ perspectives, but don’t have enough resources to conduct interviews with all workers, focus groups may be what you need. Simply unite people according to a certain characteristic of your target audience, such as a common working area, common mistakes in job performance, and age, and then conduct an interview to collect their reactions, insights, reviews, and suggestions.

Pros:

• receive detailed feedback from many people at the same time,
• ability to ask determining questions.

 Cons:

• time-consuming,
• several people are required to manage (moderator and assistant),
• comfortable environment required for people to speak freely and honestly.

 

Observations

An observation is perhaps the best way to see changes in behavior and attitude after training. Unlike all other methods, observation doesn’t rely on what employees say about themselves or each other. By just watching a person working, you can see with your own eyes whether they apply new skills and knowledge in their job. Nevertheless, it has its limitations.

Pros:

• cost-saving,
• gives a more realistic view, not being based on opinions,
• gathers valuable non-verbal information,
• can be conducted while a person is completing the course.

Cons:

• time-consuming (one person at a time),
• may provide unreliable information, as people tend to behave better when someone’s watching,
• an observer may misinterpret what they see,
• doesn’t lead to better understanding reasons for an employee’s attitude or behavior.

 

LMS reporting

A learning management system (LMS) is software for delivering online programs to your learners. Within this system, there is another system, LMS Reporting, that collects and analyzes data from your online programs. With its help, you can reveal the weak points of your courses.

Pros:

• time-saving,
• automatic process,
• objective feedback provided by the system,
• helps to find weaknesses in training programs easily,
• works 24/7.

Cons:

• can only be applied to online programs,
• doesn’t lead to better understanding reasons behind an employee’s attitude or behavior.