【正文】 ___________________________________________________________________ ? Practical Exercise ____________________________________________________________________________________________________________________________ ? Written Material ____________________________________________________________________________________________________________________________ ? Facilities and General Logistics ____________________________________________________________________________________________________________________________ Questionnaire (Sample 2) ENHANCING YOUR PRESENTATION STYLE PROGRAM FEEDBACK 1. I developed specific skills to enhance my presentation style: ____ very much so ____ somewhat ____ not at all If “not at all”, explain: ____________________________________________ 2. The feedback I received from the course instructor was: ____ very much helpful ____ somewhat helpful ____ of little value Comments: ____________________________________________________ 3. The feedback I received from other course participants was: ____ very much helpful ____ somewhat helpful ____ of little value Comments: ____________________________________________________ 4. The class atmosphere was: ___ Excellent ___Good ___Fair ___Poor 5. The course met my expectations: ___pletely ___somewhat ___not at all Comments: ____________________________________________________ 6. Suggestions for how this program might be improved for future participants: ____________________________________________________________________________________________________________________________ Any additional ments: Questionnaire (Samples 3) 1. My overall satisfaction with the day is: 1 2 3 4 5 Very low Very High 2. As far as my job is concerned, the skills I learned today were: 1 2 3 4 5 Irrelevant Highly Relevant 3. The pace today was:1 2 3 4 5 Much too slow Too slow Just right Too fast MTF 4. The extent to which my interest level was maintained during the day was: 1 2 3 4 5 Very Low Very High 5. Was any part of the day confusing? If yes, please give details: ____________________________________________________________________________________________________________________________ 6. My satisfaction with the trainer was: 1 2 3 4 5 Very Low Very High 7. The trainer could improve the learning experience by: ____________________________________________________________________________________________________________________________ 8. The extent to which my expectations were met was: 1 2 3 4 5 Not at all Completely Reaction Summary The first span in the Evaluation Bridge is the measurement of employee reaction to the training which has just taken place. This measurement is concerned with the emotional reaction of the employee, or in measuring the “heartresponse.” Pitfalls to Avoid: 1. Tooplex rating scale 2. unclear working 3. incorrect assumption 4. questions which affect response 5. Complex questions Guidelines to Follow 1. Cover both training process amp。 the multiple choice questions。 and, 5. Should be anonymous, if possible, to maximize candor. 1. Cover both training process and impact Your questionnaire should contain questions which measure both process and impact. This includes such aspects of the training process as participant attitudes (both before and after training), the effectiveness of the teacher or leader, and the environment in which the session was held. The training impact includes and evaluation of the content of the program, it’s onjective and its relevance for the participants. 2. Include essay and scaled questions By using a bination of types of questions, you solicit more plete answers than by using only true and false or only a fivepoint rating scale. There are basically five types of questions: the openended question。 3. Accumulate reactions。 Time Expended A thorough evaluation program is important for four reasons: 1. To enlist management support A recent study conducted by Mitchell Edward Kusy, Jr., at the Training and Development Research Center at the University of Minneapolis in St. Paul. Found that a resultsoriented approach to evaluation received that most management support. Four training evaluation methods were studied: reaction, learning, behavior change and anizational change. The anizational method received overwhelming management support – more than 80 percent of the managers preferred resultsoriented accountability, with progressively less support for behavior, learning and reaction respectively. Increasingly, training managers must prove to management that training can offer a significant return on investment for the training dollars spent. It’s essential to use the kinds of evaluation methods which will generate that support to build the kind of training program your pany needs. 2. To assure improved training efforts Evaluation results can guide you to changes, improvements or cancellations of an existing training program which may be inefficient or unproductive. This in turn, may be an indicator that further training in a specific area, which is not presently provided, would be beneficial. 3. To provide improved trainer confidence Evaluation can result in increased selfconfidence and personal satisfaction for the trainer. Evaluation can give the trainer important feedback and concrete evidence that he or she is acplishing tangible results for the anization. Such feedback helps the trainer grow, spot an