How can you collect feedback on training programs that actually works?

1 - Be specific in your questions. Don't just ask for closed-ended questions. Ask them specific questions about what they liked and didn't like, what they found helpful and unhelpful, and what they would change. 2 - Give people time to reflect. People need time to process what they learned and to think about how it applies to their work. 3- Make it easy for people to give feedback. Provide a variety of ways for people to give feedback i.e. surveys, interviews, focus groups, and online forums. 4 - Be open to feedback. Don't get defensive when people give you feedback. It can help you improve your training programs. 5 - Act on the feedback. Take some time to review it and make changes to your training programs as needed.

As per my experience we would rather count on an automated process to generate measurements of the CLOs (course learning objectives) on time during the course, it can be embedded within the assessment by relating each question in the assessment to a certain Course learning objective to generate a CLO achievement report, or a rubric that has to be entered manually in the practical hands on part. This method is reliable and accurate.

For effective training program feedback, align criteria with objectives. Use surveys, ratings, and open-ended questions for a holistic approach. Integrate feedback points throughout training stages, allowing real-time input. Prioritize anonymity to encourage honest responses. Craft questions focusing on content relevance and delivery. Foster a feedback culture, emphasizing its role in improvement. Regularly analyze data, making adjustments promptly. This comprehensive strategy ensures valuable insights and continual enhancement of training programs.

Para coletar feedback eficaz em programas de treinamento, defina metas claras e indicadores-chave de desempenho. Alinhe-os com objetivos organizacionais, comunique-os aos participantes e partes interessadas. Isso estabelece uma estrutura consistente, garantindo que o feedback seja relevante e alinhado às expectativas. Evite armadilhas ao manter perguntas específicas, garantindo objetividade e diversidade de fontes. Considere feedback contínuo, n?o apenas pós-treinamento, e ajuste seu método conforme necessário para garantir resultados significativos.

To get Effective Feedback Collection for Training Programs, I would follow these steps: Clear Objectives; Immediate Feedback; Anonymous Surveys; Specific Questions; Quantitative Metrics; Open-Ended Responses; Engagement Metrics; Follow-Up Surveys; Feedback Forums; Feedback Integration; Trainer Self-Assessment; Cross-Functional Input; Technology Platforms; Recognition of Success Stories; Adaptation of Future Programs;

An effective feedback mechanism Contains questions that focus on specific aspects of the training program, such as content, delivery, and engagement,Follows a logical order or flow that makes sense to the respondent. Allow anonymity and confidentiality to encourage honest and candid feedback, It should Provide an opportunity for respondents to indicate their demographic information to allow for analysis.

Training feedbacks shall be reflected in continuous performance reviews. When we do simulations, surveys etc its a lot of time out of actual job as well it os not a basis for an objective review. So what I have found really useful in my experience is, the Training needs are identified through monthly, quarterly performance reviews and similarly, the Training effectiveness will again be evaluated from the next performance review after the training was held to see the difference on real job.

Explore diferentes abordagens ao escolher o método de feedback. Avalie a natureza do programa, recursos e preferências dos participantes. Considere alternativas como observa??es, questionários, portfólios ou simula??es. Adapte à dura??o e formato do treinamento, optando por métodos que se alinhem efetivamente. Varie a temporalidade do feedback, ajustando entre antes, durante, após ou intervalos regulares. Mantenha flexibilidade, ajustando conforme necessário, para garantir uma avalia??o abrangente e significativa.

Choosing the correct method to collect feedback on training programs has been critical to ensuring their effectiveness. Reflecting on various approaches, I've found that a mix of quantitative and qualitative methods yields the most comprehensive insights. Surveys with well-structured questions are great for gathering measurable data, but they only sometimes capture the whole story. I also incorporate face-to-face debriefs or focus groups, which allow for more nuanced feedback. These discussions often reveal insights that surveys might miss, such as the training's applicability or the facilitator's effectiveness. Balancing these methods provides a holistic view of the training's impact, enabling me to fine-tune and evolve our programs.

I find tests and simulations very effective in assessing the success of training programs. They allow you to ascertain if the knowledge imparted was understood and can be reciprocated in real life scenarios.

Participant's feedback is crucial in shaping the effectiveness of training programs. We can evaluate the effectiveness of trainers and know how engaging we found the format we used. Consider the practicality of the content and the suitability of facilities/resources. Also, reflect on the training's length and the extent of collaboration with other participants. Lastly, suggestions for improvement and we can highlight any specific topics or skills we'd like to see in the next sessions and we can share whether the training boosted our confidence or not.

Crie perguntas de feedback claras e específicas para garantir qualidade. Evite perguntas vagas ou viés nas perguntas. Equilibre entre abertas e fechadas, quantitativas e qualitativas. Ajuste o número para evitar sobrecarga ou sub-representa??o. Desenvolva perguntas que capturem a amplitude e profundidade do feedback, promovendo uma avalia??o abrangente e significativa.

The feedback here, is it regarding the training material, the delivery method or the instructor. Needs to be defined. Feedback for the instructor is important as well. but focussing on the aim of the training, then the most important feedback is afterward in people behavior and the skills they exhibit in their role following the training.

Designing thoughtful and targeted feedback questions is essential to ensuring that the feedback we receive is specific, actionable, and aligned with our organizational goals. Ensure that the language used in the questions is clear and easily understandable. Avoid jargon or technical terms that might confuse participants. Aim for simplicity to encourage accurate responses. Encourage participants to identify areas for improvement. Use open-ended questions that allow them to express any challenges faced, suggestions for enhancement, or additional topics they would have found beneficial.

Asking the right open-ended questions will give participants the opportunity to give more information about a question or share feedback not on a subject that may not have been included in the feedback questions asked.

Após formular perguntas de feedback, colete dados de modo confiável e representativo. Opte por plataformas online, formulários ou grava??es de áudio. Assegure armazenamento organizado dos dados. Na análise, empregue estatísticas descritivas, inferenciais ou análises temáticas. Interprete os dados considerando objetivos, indicadores e contexto do treinamento, ponderando suposi??es subjacentes para uma compreens?o abrangente.

Having a clear and brief report and analysis is important as it may be used in future planning and also managers can define further courses based on reports. Having multiple tools and analyzed data as a source of decision making is beneficial.

Utilize technology to streamline the feedback collection process. Online survey platforms, data analytics tools, and learning management systems can automate the data collection process and facilitate efficient analysis.

This will help to improve the training materials, The methods used, the timeline for each training. What worked, what did not...

Relate os resultados de feedback de forma clara, usando gráficos e narrativas envolventes. Compartilhe com alunos, instrutores e partes interessadas. Destaque insights por meio de histórias e depoimentos. Use os resultados para aprimorar o programa, ajustando conteúdo, métodos ou entrega. Demonstre compromisso com melhorias contínuas e envolva-se proativamente com o feedback recebido.

Categorize feedback into themes or categories. This can include areas such as content relevance, training delivery, materials, and overall satisfaction. Categorization simplifies the analysis process and helps prioritize areas for improvement. Focus on actionable insights that can lead to tangible improvements. Prioritize feedback that is specific, addresses recurring themes, and has the potential to enhance the overall training experience.

One major reason for collecting feedback is to improve the training program. Sometimes these results are filed away without making necessary adjustments to future programs. It is also important to share feedback results with relevant participants so they know that they are being heard and their opinions are taken into consideration. They will be more eager to participate in future surveys.

Not acting upon feedback is like the training never took place at the first time. If we want to show value for money spent on training people, then we need to be in continuous improvement of our results, and in this case, methods of training.

Feedback for the training programs need to be elaborate, mix of multiple questions & ask what is the expected outcome in a) 1 month b) 3 months & c) annually. This will help you track the progress of the training & help in understanding the frequency of refresher training

In addition to direct feedback from participants of the training. The effectiveness of the training could be measured by the improvement it produces. For example, line manager training on sickness absence provides the opportunity to gain feedback through a training evaluation method such as a survey. Followed by continuous review of sickness absence management led by those who have completed the training to identify improvements such as return to work meetings being completed, regularly contact with the employee being maintained and relevant documentation being kept.

Though you have the processes in place to receive feedback, make it a habit to ask for it in your team meetings and also in one-on-one meetings more often. By doing so, you often come across valuable insights from the employees who did not have the time to fill up the survey at that time.