Training survey software

This will help you make changes to the numbers of enrollees per session for better results. Response type: Yes or No. If the response is negative, you may think about revising the instructor to class size ratio.

You can ask your learners to rate the overall training on a scale of 1 to 5, 1 being poor and 5 being outstanding. This will give you a fair idea of how your online training turned out. A majority of low ratings indicate that your training failed to give the impact you envisioned, which provides you a chance to revisit it for a post-mortem.

Response type: Participants can rate on any of the rating scales like numerical, descriptive, or comparative scale. A survey without a happiness index question is incomplete. If a learner is happy with your training, it sums up everything that you want to hear. It means they have had a good experience taking your course and completing it. Response type: Survey respondents will find it easy to respond to such questions with a smiley rating scale like the above.

They should find the program relevant and meaningful to their job roles. To get to know how appropriate it is for them, you should ask this question. If the answer is a no, then you may add room for an explanation of what the participants think was irrelevant and inapplicable. No matter how many high ratings your course received, there is always room for improvement. There is always a second perspective and a chance to look from a different angle. As long as you are open to constructive suggestions, your training will continue to improve in quality and the value they bring to learners.

Hence, such training needs analysis survey questions. Response type: Depends on what your training participants think the need for course or overall training improvement is. A willingness of course participants to recommend your training readily to someone they know is another indication of its success.

A willingness to take similar courses in the future shows that your learners find the current course interesting and helpful. On the other hand, a negative response is a signal for you to revisit and examine what is wrong with the course.

Pre-training surveys provide an idea of what your training participants are expecting from the program. This can be in terms of the course quality, proficiency of instructors, and takeaways.

Here are some training survey questions examples you can ask before the commencement of training:. You can use the answers to adjust the course so that it meets the expectations. Doing this can improve the overall effectiveness of the training. Is it leadership training that they would like to focus on initially? Or is it some role-based technical skills that they require to quickly adapt to the work environment? Whichever is the case, it is a good idea to understand their preference first and set up the training accordingly.

So, a question like this will reveal the learning needs of your training participants to bridge any gaps in knowledge and skills.

If your participants feel they need improvement in certain areas of their job, obviously they will be specifying those skills.

It can be learning soft skills, acquiring the skills to do teamwork, or time management skills. It is about understanding the expectations of your learners. A beginner will be at a loss if you assign technical topics that need advanced knowledge to comprehend.

Similarly, the more experienced learners would find beginner-level training quite bland and a complete waste of time. It should match their knowledge and skill level. In addition to the 15 survey questions we discussed earlier, you can ask a few more important questions following a training program. This will address the problem of not knowing which questions to ask at this stage. Do your learners find the course logical, consistent, and easy to follow? Are there distinct separations between different sections?

Do they find each section equally engaging? You should speak to your course participants in a colloquial language like you would do in person. Avoid using complex words and phrases when you can do it in a simple language. This will remove any room for confusion and misinterpretation and enable learners to learn faster and better. Along with a well-designed course, the platform you use to deliver courses and tests is essential. Learners should find it intuitive and easy to navigate.

Employees are more likely to remember content delivered by an engaging trainer with interesting supporting materials and reliable tech, and return for more training if they found it enjoyable. Learning new information is all well and good, but it needs to be relevant to, and usable by, the employee in their job after the training.

And with lots of online training being delivered via Learning Management Systems LMS , with multimedia video, audio, animations , you need to know if there were technical glitches that affected the training.

Our training feedback solutions are included for all our customers. Request a demo now. This article was originally published in August, and was updated on December 21st, Employee Development. Learn More. Overview Watch Demo. XM Marketplace Integrations with the world's leading business software, and pre-built, expert-designed programs designed to turbocharge your XM program.

Advisory XM Scientists and advisory consultants with demonstrative experience in your industry Learn More. Implementation Technology consultants, engineers, and program architects with deep platform expertise Learn More. Solutions for Education Improve the entire student and staff experience. Solutions for Healthcare Comprehensive solutions for every health experience that matters. Solutions for Technology Innovate with speed, agility and confidence and engineer experiences that work for everyone.

Solutions for Government Design experiences tailored to your citizens, constituents, internal customers and employees. Solutions for B2B Transform customer, employee, brand, and product experiences to help increase sales, renewals and grow market share. Solutions for Automotive Drive loyalty and revenue with world-class experiences at every step, with world-class brand, customer, employee, and product experiences.

Solutions for Market Research Tackle the hardest research challenges and deliver the results that matter with market research software for everyone from researchers to academics. Solutions for CX Professional Monitor and improve every moment along the customer journey; Uncover areas of opportunity, automate actions, and drive critical organizational outcomes.

Solutions for Human Resources With a holistic view of employee experience, your team can pinpoint key drivers of engagement and receive targeted actions to drive meaningful improvement. Solutions for Digital Understand the end-to-end experience across all your digital channels, identify experience gaps and see the actions to take that will have the biggest impact on customer satisfaction and loyalty.

Solutions for Product Management Improve product market fit. Solutions for Customer Service Deliver breakthrough contact center experiences that reduce churn and drive unwavering loyalty from your customers. We're hiring! View Careers. Qualtrics Life Read more. What is XM? Products Back Products. Back Resources What is XM?

Back What is XM? Experience Management. Experience Management Employee Experience Performance Management How to run training surveys for both pre-training and post-training. What are training surveys? There are two types of survey: Pre-training: to inform how you run the training, how you deliver it, and what useful and relevant content it should have.

Post-training : these help you take a long, hard look at the outcomes of your training, making sure it fulfilled your goals and offered value for money. The benefits of running training surveys When you invest in training for your employees , they become more valuable to your company. Here are some question examples: Questions that measure knowledge You can either ask participants to evaluate their own knowledge or more interesting ask single-choice and multiple-choice questions to test that knowledge: Question Answer Type Did you have a clear expectation of the training?

Scaled questions are most common because they are the easiest way to gather data that can be plotted and analyzed. Below we have a list of potential training survey questions you could include in your survey.

Be sure to choose those that are most relevant to not only the course but also the individuals taking the course. In this way, tailor your questions to the course, the department, and the information you need to know in order to get a full picture of the strength of your courses. This is the most important question to ask on any and all training surveys, generally in a scaled format.

This question will basically tell you whether or not this course was worthy of recommendation and thus worthy of being taken overall. This is a similar question in that it tells you how worthy this course is—this time in monetary worth. Likely, your employees are getting these courses paid for through your company. However, asking if they would have paid for it helps to determine if it was truly worth the time and energy; it also helps to determine if the company should be paying for it.

You know why they are taking courses—now what courses would they like to take that are currently not available to them? How can you make it available and accessible to your employees? Were the results and data consistent?

Why or why not? Notice how your employees are responding to the courses in order to better your courses moving forward.

Your learning and development strategy is not set in stone. It changes with the needs of the business, the needs of the employees, and the implementation of new technologies and practices. The right training survey questions will help you stay up to date and get in the minds of your employees—those who use, benefit from, and progress training and development within the business. This is great for in-depth data collecting, but it is the most time-consuming for both the employee to fill out and the HR department to sift through.

Would you recommend this course to your peers? Would you pay for this course?