Training evaluation is not just a satisfaction survey

Training remains a crucial topic for many companies aiming to develop their employees' skills and for the employees themselves, who are sensitive to their employability.
With the professional training market significantly growing in recent years, reaching €20 billion in revenue in 2023, the management of training programs is increasingly relevant. Indeed, when substantial human and financial resources are mobilized, it's natural to want to ensure their optimal use. Training initiatives represent a long-term investment for a company.

This question, ideally posed to the training sponsor, cannot be answered solely based on satisfaction. The effectiveness indicators should assess whether the training achieved the intended impact on the objectives set beforehand. While participant satisfaction can be a criterion in a quality survey, it does not necessarily determine the training's effectiveness or how well it met the expectations placed upon it. For instance, sending an employee to an Excel training course in the Maldives might be satisfying for them, even if they have no access to a computer during the training!

Why is training evaluation more complex and nuanced?

1. Training is a process: It begins before the trainer’s intervention or the learning sequence and continues well beyond with support and application of acquired knowledge. It is not limited to a specific moment.
    
2. Training involves multiple stakeholders: Besides the trainee, the trainer and the manager are also crucial. The sponsor focuses on indicators to measure the training’s effectiveness and to ensure that acquired knowledge is properly applied.
    
3. Training can generate a large volume of data: Various questionnaires, stakeholders, and moments can result in hundreds of thousands of responses. A participant might need to complete several questionnaires over time, which must be considered.
    
4. Training evaluation serves multiple purposes: It aims to measure the training's effectiveness rather than just the respondent’s satisfaction. Limiting evaluation to satisfaction alone would be a mistake. The success of the training is not solely the responsibility of the employee who attended the program.

These factors illustrate that training cannot be treated as a standard satisfaction survey

Training evaluation is a complex subject requiring significant adaptation to training modalities, different stakeholders, and various evaluation moments, both immediate and long-term. Here are three key points to consider:

• Evaluation Scenario: Training evaluation requires the creation of multiple questionnaires and the ability to send them automatically at the appropriate frequency. You need a tool that automates these processes according to a defined model, managing all parameters of delivery (questionnaire, email, timing, recipient, etc.).
   

• Data Generation: This data is valuable, but it requires time and resources to manage. A specialized tool like SoWeSkill provides structured analysis reports that highlight weaknesses and areas for improvement.
   

• Questionnaire Design: Questions should be learner-centered. For instance, a training participant may not know if the trainer is good but can assess if the learning experience was satisfactory. Using odd-numbered scales with a neutral midpoint helps better capture opinions. Balancing open and closed questions enhances response rates while adding qualitative aspects to the feedback.

These factors underscore the need for certified specialists. SoWeSoft's Bronze-certified Kirkpatrick methodology team can assist in creating models that automate tasks and simplify evaluation. In contrast, a standard survey tool may lack the features needed for effective training evaluations, making a dedicated solution essential.

To illustrate this point, consider conditional branching questions, which are often a trap. While useful in standard surveys, this feature can be problematic: triggering questions based on previous responses may make participants feel irrelevant, which is counterproductive. Additionally, it complicates the questionnaire, leading to lower response rates per question and results that are difficult to interpret in the context of training evaluation.

To Learn More…

• The Kirkpatrick Model : A detailed resource on the Kirkpatrick Model, globally used for training evaluation.

• Calculating and Maximizing Training ROI: A guide to calculating and maximizing the return on investment for training programs.

• SoWeSkill - Training Effectiveness: An in-depth look at training effectiveness, including methodologies and tools for optimal evaluation.

• SoWeSkill: Discover the features of the specialized tool for training evaluation.