What are the top tips I need to follow as an HR manager to create training course evaluation forms?

Training courses evaluation can happen at 4 different levels and the form I put together as an HR professional should satifsfy the criteria and objectives of each one of those four levels. The four levels of evaluation are:

1. Feedback of participants about the training programs (Level 1)

2. Evaluation of the knowledge gained during the training program (Level 2)

3. Evaluation of the business results that are different because of the training program (Level 3)

4. The return on investment from the training program in monetary terms (Level 4)

This is called the Kirk Patrick Model of training evaluation and it's widely used in companies and organizations worldwide to measure the effectiveness of training programs. 

if you want to make your training as best as possible, you should use the next Training evaluation forms (test the trainer before and after the training, test and exam the trainer in the end of the training, a form for the trainer to evaluate the Training Methods and the Training place, absence form, training games forms,... etc

I just like to add the following as additional tips for designing your training evaluation, you may wish to include:

1. Training venue

2. The timing

3. The course materials or handouts

Other things were answered above.

TEN TIPS ON CREATING TRAINING COURSE EVALUATION FORMS

Dorothy I. Riddle, Ph.D., CMC Service-Growth Consultants Inc.

Training course evaluation focuses on how effective the trainer was in designing and delivering the training course, rather than on content acquisition by the trainee. Here are ten basic principles that can help you create an evaluation form that gives you useful information, followed by two samples:

1. Keep the evaluation short – no more than one page, no more than five minutes to complete.

2. Tie your questions to the objectives of the training course, asking about both whether they understood the material presented and whether they feel they can apply the material.

3. Ask only about things you could or would change – e.g., different sequencing of material, different length of session, different venue. For example, if the training course will never be in this location again or if it has to be delivered in this location, then there is no point in wasting the trainee’s time asking about the location.

4. Use primarily “close ended” questions – i.e., questions where they choose from response options – as these are the easiest and quickest to complete and also the easiest to score.

5. For “close ended” questions, have a minimum of three and a maximum of five response options. Giving only two response options (Yes/No) triggers a judgmental right/wrong mind set instead of a more open evaluative mind set. Giving more than five response options is confusing and distracting as most people have trouble making that fine a differentiation and so the data you get is of poor quality.

6. Include a question about the action they are willing to take – e.g., recommending the training course to others – as this is the best single measure of customer satisfaction.

7. Ask at least one “open ended” question to allow them to provide specific feedback.

8. Make completing the evaluation the last part of the training course, leaving sufficient time after you have “closed,” so that they do not have to take their own time to help you.

9. In distributing the evaluation forms, make sure they understand that you want their honest feedback as it will help you know what to keep the same and what to modify in order to provide effective training course.

10. Make sure that the evaluation forms are anonymous so that the trainees feel they can be honest without hurting your feelings. This includes having a way to turn them in (e.g., put them in a box, put them face down on a table, submit them online without their return email address being apparent) that is anonymous.

Source: servicegrowth.net

Thanks invite. ...........leave answer Experts 

Measuring the effect after the training of scientific material and the degree of benefit subscribers and lecturer and how to connect it to the material and activities used and the success rates and the most important is the extent of the application of information in the field of work after the completion of the program and whether the process capabilities of subscribers

the facilitator has to consider that the topic is to facilitate the audience to learn something therfore the interactive ways is vital not only to see thier understanding with the topic but how they will apply the new idea.

the topic must be relevant , training must be  according to the need of the audience.

give a momnet to reflect the flow of the session and training. it must be updated and evaluated well enough for future improvement.

1. Determine the learning characteristics of the workers that will make the training more effective

2. Determine the training activities that will help the workers learn to perform the tasks

3. Indetify a clear business goal that the training supports

4. Deetermine the tasks the workers need to perform so the company can reach that goal

To lead by an example because you cannot offer what you don't have

To be a great H.R manger you would need to understand your employees,and be able to communicate on each level giving them the ablity to trust in you and ensure that they feel you are always doing your best to maintain the balance of respect between employee and employer