Sushil Kumar said:
Can anyone provide me training evaluation form. We have a form but evaluator feel difficulty to fill this form. so it could no implement effectively. I want a simple form which could be filled easily by any evaluator.
I'm going to disagree a bit with a few of the other responses; I think the form might be anything but straightforward. It seems it might be another case of asking people to quantify the unquantifiable, or to relate quantification to dubious cause/effect relationships. Are there instructions for the form? Have the people who are expected to use it been trained, and are the sources of data readily available and unambiguous? I have a feeling that the reason that evaluators are having trouble is that there's no defined process associated with the form.
Training evaluation is a sticky subject, and it's not often easy to accomplish objectively. In some cases, the need for training is self-evident (e.g., a newly hired employee operating a machine for the first time) and in those cases it's often fairly easy to see if the training worked or not. In other cases (such as statistics training for experienced employees) the evaluation might not be so simple. It might be possible to devise a test to see whether the employee has absorbed basic facts, but whether the employee can
apply what's been learned is a different story. Some will, and some won't, but it's something that needs to be dealt with when it's recognized, not 30 or 60 or 90 days later on a form that asks the evaluator to know the unknowable.
I guess you need to start by asking what the goal is and then determining whether or not quantifiable objective evidence is actually available. If it is, you can train the evaluators on how to find it and use it, and the format for a form should be simple to devise. If it's not, then you need to rethink your evaluation process, and find out if you're doing evaluation because some standard says you have to, or because the information to be gained is valuable to your organization.