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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.
Seminars and training courses run through all areas of life, be it in education or on the job. The analysis of these training courses in the form of feedback on the seminar is an important means of identifying weaknesses and opportunities for improvement. The evaluation process is essential to assess the effectiveness of the training, improve the overall quality of work and increase employee morale and motivation by involving them in the development of training programs and providing them with the best possible training.
Training evaluations are not simply assessments of the skills of the seminar leaders or whether the seminar is good enough to be practiced further, but serve to consistently analyze the entire learning process. If possible, the stages of this process should be evaluated comprehensively. The following four additional advantages can be drawn from a good seminar evaluation:
To evaluate a seminar from a professional, pedagogical point of view alone is not very effective. Especially the learning process as such, which is achieved by the seminar, can best be assessed from the participants' point of view. In this way, a realistic assessment of productivity can be achieved.
Employees who are involved in the design process of the company, especially if the company 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 leads to an optimal reputation of the company in the long run.
A constant evaluation of processes also brings constant improvement. Instead of crisis sessions as a last resort for serious errors, problems are detected 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.
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.
"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.
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.
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