| Training Results: Participant Satisfaction [top] |
 What Questions?
Are training participants satisfied with what they've learned?
What was the quality of each of the instructors, the instructional materials?
Were the specific topics raised of interest and/or relevance to participants?
Do they believe training will be useful to them in their work?
What are the specific elements of the course which they believe can be improved?
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 When to Measure:
At the end of the course.
How to Measure:
Group or individual participant interviews, participant
questionnaires. Questionnaires should ask specific
questions about the quality of each of the lecturers
and each of the course topics covered in order to
capture possible areas for improvement of the training
course. (Also See: Participant
Satisfaction Questionnaires, What Can they Tell Us)
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 What to Be Aware Of...
Participant satisfaction questionnaires do not give information on learning results or workplace outcomes of training. It is possible for participants to give high ratings to a course even when they have not learned or when they will not be able to use what they've learned at work. |
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| Training Results: Learning [top] |
What Questions?
Do training participants remember and understand how to use the skills and knowledge acquired through training?
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When to Measure?
At the end of the course, when learning is still fresh in participant's minds. Tests at the beginning of the course may also be administered in order to compare against end-of course tests.
How to Measure?
Tests, graded in-class projects, exercises and assignments.
Also See: Level 2 Evaluation Toolkit- List of Tools
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What to be Aware of?
Testing learning can either be done only at the end of the course, or by comparing test scores at the beginning of the course to those at the end. Both these approaches have advantages and disadvantages. |
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| Training Results: Workplace Performance Outcomes [top] |
What Questions?
Do training participants remember and understand how to use the skills, knowledge and attitudes that they were taught?Are training participants successfully using acquired skills, knowledge and attitudes on the job?
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When to Measure?
3 months until two years after course completion. Evaluation should occur a sufficient amount of time after the end of the course to ensure that participants have had the opportunity to use and practice learned skills in the workplace. They generally should not be done more than two years after course completion, as participants may have difficulty remembering how the course affected their work.
How to Measure?
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Interviews/surveys of training participants, their supervisors, policy-makers and others that can report on workplace outcomes.
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Observation of participants in their workplaces.
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Workplace performance/employee output measurement. (For example, if participants were trained to perform certain tasks more quickly, their post-course times can be measured and compared to pre-course performance.)
Also See: Getting the Most Out of Training Outcome Evaluations
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What to be Aware of?
The most valid and reliable information on workplace performance outcomes is through direct measurement or observation of performance changes. This may not be possible where no baseline data exists or when skills and attitudes have been taught which are not easily measurable. Surveys may not provide accurate measurements of workplace performance outcomes, as participants may not always be able to objectively judge the extent to which training has affected their workplace performance. Where only surveys are being used to measure workplace outcomes, accuracy can be improved by surveying not only participants but also their supervisors, and by asking highly specific questions on the performance changes that should have occurred. (For example, where possible, don't ask: "Was the course useful for your work?" Ask: "Do you now use the computer program which you were taught in work? If so, how frequently?")
Alternately, validity of participant survey information can be improved by asking participants not only to report on whether and how their work has changed as a result of training, but also to provide specific examples of change. |
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| Training Results: Organizational Impact [top] |
What Questions?
Where former training participants have successfully used what they've learned at work, has this had an impact on the ability of their organizations to achieve objectives?
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When to Measure?
Minimally 6 months after course completion, but at times organizational impact will only be evident much later.
How to Measure?
Comparing organizational performance/success at achieving organizational objectives both before and after training has been done. Interviewing organization management, personnel, clients or other stakeholders.
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What to be Aware of?
Organizational impact of training is often difficult to measure for three reasons:
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There may be an attribution problem. Even where organizations have changed, it is often difficult to know whether this was because of the training course or for other reasons.
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There may be a time lag problem. Sometimes the impact of training on organizations is only evident years later.
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It may be hard to find reliable quantitative measures for some forms of organizational change. |
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Evaluation of Training Results