I am developing a survey with items focused on assessing whether training participants have applied skills learned to their work. Was wondering if anyone has thoughts about the optimal level of granularity in creating the items. One approach is to ask a single general question - Have you applied skills learned to your work? The other approach is to ask several questions - Have you applied Skill A learned to your work?, then Skill B, followed by Skill C, etc.

Thanks very much in advance for your thoughts.

Hi Steve,

When we develop a feedback project like this we are, in general, trying to identify the degree to which the organization is putting the new skills to work.
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Broad categories might include:

Does the job require the skills? (linked to responsibilities-goals-objectives...etc)

Part of my performance review, rewards, ncentives?

Opportunities to learn from others?

Coaching and feedback available?

New skills in sync with policies and procedures?

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I think you get the picture. What we are finding is the skills have little chance of taking root back on the job if the there is no expectation of application and/or little support and encouragement.

In short, the single biggest obstacle to training transfer is more often than not the organization...not the individual.