Hello Everyone,

I am doing an internship where I have to measure the effectiveness of training over the 4 levels with the help of questionnaires, surveys and so on.
Some of the training programs are soft skill specific like Communication while others are knowledge base like Supply Chain Management while others are a combination of both.
Does anyone have sample questionnaires pertaining to certain skill sets and at different levels of the kirkpatrick model.

Or/And any other form of measurement systems one could guide me on. If anyone could send the samples to belapur11@yahoo.co.in

Thanks

I have the same problem could you share what you got with me to rdd58331@hotmail.com ? I would very much appreciate.
Thanks

PLEASE read Kirkpatrick before you use him as a guide or paradigm of evaluation. These are not "levels" of evaluation -- indeed it is not a hierarchy at all. There are very key things you should know about each type of evaluation that Kirkpatrick explains clearly in his book, yet sadly, most people ignore. It's great that more and more people are concerned with assessment and evaluation, but a tool is only as good or as helpful as the person using it.

Good Day Everyone,

My question is an add-on to the original question regarding measuring the effectiveness of training.

If there are students in a class who have never worked in the Retail end of a financial institution, however hired to manage a Retail Branch how do we measure the effectiveness of the training? Trainers are not solely responsible for the persons performance, however for someone with new to a field, what should happen once they leave the classroom?

My next part of the question is once we’ve provided the new managers with all of the available training, visit their offices a couple of times for follow-up one-one coaching sessions have we (Trainers) done all we could do to help the new managers with their growth and development?

Once they leave the classroom setting besides the Trainers, who should continue to coach and mentor the new managers?

For someone who is new to role, with no experience in a specific line of business, should they be allotted six months to learn / perform their role and responsibilities?

This person is responsible for growing the business and maintaining the operational integrity of their office (internal audits), which is crucial to their success.

Thanks,

I fall on the side of creating your own rather than buying a ready-made instrument. Admittedly, it is a bias.

When I think of effectiveness of training, I think of the degree to which we achieved the objectives. This then relates to levels 2,3, and 4. Phillips does a lot of work in level 4/5. ASTD has a new book out called Evaluation Basics. It covers ways to assess effectiveness at all levels. It has a lot of instruments.

I think any measure of effectiveness begins with the design/development process. The measruements are built into the training. I think effectiveness is more than transfer and impact. I think we must show a shift in knowledge and demonstration of the skills during the training; that transfer has taken place, and that the business metric shifted.