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In the further education sector, training evaluations are an important tool for optimizing processes. The so-called evaluation or assessment serves the systematic analysis of training programs for effectiveness. HR managers and coaches use training evaluation to determine whether the training programs for employees are in line with the company's goals.
1. Why is a training evaluation so important?
2. The TOP 3 advantages of a training evaluation
3. 4 tips for an effective evaluation
4. How do digital technologies support the seminar evaluation?
5. Summary
Seminars and training courses run through all areas of life, whether in education or in the workplace. Analyzing these trainings in the form of feedback on the seminar is an important way to identify weaknesses and opportunities for improvement. The evaluation process is essential to assess the effectiveness of training, improve the overall quality of work, and boost employee morale and motivation by involving them in the development of training programs and allowing them to maximize their learning.
Seminar evaluations are not simply assessments of the skills of seminar leaders or whether the seminar is good enough to continue practising, but are used to consistently analyze the entire learning process. The stages of this process should be evaluated comprehensively whenever possible. You will also gain the following four benefits from good seminar evaluation:
Evaluating a seminar from a professional, pedagogical point of view alone is not very effective. It is the learning process as such, which is brought about by the seminar, that can best be assessed from the participants' point of view. In this way, a realistic assessment of productivity is achieved.
Employees who are involved in the design process of the company, especially if it is significantly responsible for its success, are more motivated to perform at their best and thus feel valued. The joint creation of a corporate culture results in an optimal reputation of the company in the long run.
Constant evaluation of processes also brings constant improvement. Instead of crisis meetings as a last resort for serious mistakes, problems are identified promptly and can be dealt with proactively.
A seminar evaluation is half the battle for a successful company, but if crucial aspects are not evaluated, a complete picture of the strengths and weaknesses of the training process is not provided. The following 4 tips will help you to structure your seminar evaluation clearly and sensibly and to ask for the right information.
1. Define goals and objectives
What do you want to have achieved by the end of the seminar? Higher profits? Increase production? Reduce costs in production and operation? Improve quality and increase sales? Reduce employee turnover?" These questions are crucial to determine which seminar evaluation results have the greatest impact on employees and the company and which gaps need to be closed and prioritized.
A clear idea of what you want to achieve at the end of the seminar helps you to plan, prepare and bundle key processes that are to go in the right direction.
2. Personal impressions
"What are the strengths and weaknesses of the course? What more should the seminar leader do? What do the participants like least?" Communication should be open to receive feedback from the participants on each seminar.
The information gathered helps the seminar team to think about what needs to be improved and to evaluate themselves in order to become more effective seminar leaders. Ask employees for their views on the seminar leader, topic, materials and resources, seminar location, presentation and overall seminar experience. Feedback from the participants helps to identify the gaps in the seminar and the necessary changes in methodology.
3. Determine learning effectiveness
"What exactly did the participants learn and what didn't they learn? Have they achieved the course objectives?" It is best to have a list of specific learning objectives for each seminar unit, which you can review at the end of each seminar. This will help you identify important topics that may be missing from the seminar. Measure the learning effects through exercises, a pop quiz, lectures and other mental activities.
4. Measure the practicability of the seminar
"What skills can the participant learn and apply in the workplace? How does the seminar affect performance? Has the knowledge acquired in the training room been transferred into practice?" This step is one of the most challenging, but also one of the most rewarding outcomes of a training program. Evaluate the behavior of the trainees and observe whether they have applied what they have learned to become more competent in their job.
The use of software tools helps to rationalize and simplify seminar evaluation and analysis. Supervisors and employees are supported in the daily execution of assessments. Lumiform is an inspection app and software that helps your company plan, implement and analyze assessments.
Use this template to get feedback from all participants. The training programme, the trainer and the training facilities will be evaluated. See template
A post-training evaluation form is a tool used to assess a training program or course right after it is conducted. See template
Use this template to capture the training programs required by each worker. See template
