Training Surveys

Training surveys and development evaluations help organizations measure the effectiveness of their training and development programs and determine what changes can be made to improve them.

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Whether you’re looking to assess the success of a sales training, an online course or any teaching or development course, training feedback surveys can help you…

  • Measure participant reactions
  • Improve training content and curriculum
  • Assess participant learning
  • Track transfer of training over time
  • Optimize the costs of training
  • Target specific instructional methods to certain groups

How to measure your training and development programs

One common model, the Kirkpatrick model of training effectiveness traditionally involves four levels of evaluation.

  • Level 1: Reactions Immediately following a training course or developmental program, measure participant reactions with a post training survey. This evaluation can include reactions to the training content itself, it’s relevance to the job, the effectiveness of the instructor, the effectiveness of the supporting materials (e.g., instructional guide, practice exercises, etc.), and their thoughts on how to improve training in the future.
  • Level 2: Learning Along with the level one training evaluation, level two evaluations measure participant learning and mastery of course content. If the structure of the training course permits , you may also consider splitting the type of training evaluation into a pre-training assessment or test and a post-training assessment. This provides a very useful change (delta) metric that can be quantified and reported.
  • Level 3: Transfer of Knowledge

    After a set amount of time (typically a few months), distribute a transfer of training assessment that measures whether participants have engaged in the target behaviors focused on in training.

    These training surveys can range from simple self-assessments that ask participants to evaluate whether they’ve had the chance to apply the learning, managers rating their employees who went through training, and even 360 assessments where peers, subordinates, and managers rate participants. Measuring transfer is a critical step to evaluating the effectiveness of training because research suggests that skills and knowledge initially learned often do not transfer to the job.

  • Level 4: Business Outcomes In the traditional Kirkpatrick model, level 4 involves linking training to business outcomes. While this step goes beyond an employee-facing survey or assessment, Qualtrics supports its clients in tying business metrics to other employee data in easy-to-use dashboards.
Kirkpatrick Model of Training Effectiveness