A training program without evaluation is incomplete. Evaluation allows you to measure both the effectiveness of the trainer and the progress of the learners. Were the knowledge and skills effectively transferred? The learners’ performance, as reflected in their scores, provides the answer.
However, to make the evaluation meaningful, the right questions must be asked. What types of questions should you use, and how should they be framed? Below are essential methods and tips for creating effective questionnaires.
Define the evaluation objectives
The structure of the evaluation questionnaire depends entirely on its objectives. Questions will vary based on whether the goal is to assess basic understanding or the ability to apply concepts. The type of training will also influence the evaluation method. While some training programs aim to convey general information, others focus on building specific technical skills, and the questionnaires will need to reflect that.
Choose the right questionnaire format
Once the objectives are clear, selecting the appropriate questionnaire format becomes easier. There is no universal format for questionnaires, as different formats serve different purposes. Some types may not be suitable for all evaluations.
Multiple choice questions (MCQs)
MCQs are often the preferred format for learners. They allow for quick responses and don’t require written answers, which makes them engaging. Additionally, MCQs provide subtle hints about the correct answer, giving learners a sense of confidence. In a digital format, MCQs can also assess learners’ responsiveness.
When designing MCQs, aim for 4 to 5 options. Include one or more correct answers, and use common mistakes as distractors. Keep the structure of the options consistent to avoid giving clues to the learner.
Open-ended questions
Open-ended questions overcome the limitations of MCQs by allowing learners to demonstrate deeper understanding. These questions require the learner to analyze the topic, reason through a problem, and express their ideas. This type of question is ideal for evaluating critical thinking and application of knowledge.
Short answer questions
Short answer questions strike a balance between MCQs and open-ended questions. They test basic understanding while also checking whether learners can apply what they’ve learned. The answers should be concise, and evaluators should specify word limits for the responses.
Rating scales
Rating scales are subjective but precise. They gather learners’ feedback on their experience with the training program, assessing their understanding and satisfaction with the content.
Formulate clear and concise questions
For an evaluation to be effective, questions must be clear and easy to understand. Avoid:
- Negative phrasing
- Overly technical jargon
- Unnecessary paraphrasing
Each question should target a specific aspect of the training content. Though trick questions can test attentiveness, use them sparingly, as they might frustrate learners.
Structure the questionnaire
A well-organized questionnaire ensures that the content is assessed in a logical flow. Prepare 20 to 40 questions, arranged in an order that gradually increases in complexity. Begin with basic questions to warm up the learner’s mind and progressively delve into more detailed topics. This approach keeps learners engaged and focused.
Typically, you can start with MCQs to test foundational knowledge and conclude with open-ended questions to evaluate higher-level thinking.
Adapt the questions to learners’ needs
Personalized training is becoming more common, and so should personalized questionnaires. By understanding the learner’s preferred learning style, you can tailor the evaluation. For instance, a visual learner might respond better to image-based questions, while a more text-based learner might prefer open-ended questions.
If possible, offer different evaluation options so learners can choose the format that best suits their style.
Test the questionnaire
Before implementing the questionnaire, it’s important to test its effectiveness. Start by reviewing it with subject matter experts, then have colleagues check if the questions are clear and understandable. Testing ensures that the questionnaire is well-constructed and will provide meaningful data.
Analyze the effectiveness of the questionnaire
An evaluation questionnaire is not static. During the training program, it’s crucial to adjust the questionnaire based on new developments in the curriculum, industry standards, or learner needs.
You can improve the questionnaire by listening to learners’ feedback. Their reactions during the evaluation, such as facial expressions or body language, provide valuable insights. Pay attention to the answers to open-ended questions; if they don’t align with the expected responses, it indicates the questions might be unclear or too complex.
To improve your questionnaire, consider the following factors:
- Clarity of questions
- Relevance to the training
- Difficulty level
- Length of the questionnaire
Edusign’s tip
Integrating questionnaires can make your courses more interactive and engaging. By using Edusign’s questionnaire features, you can enhance your training sessions and keep learners motivated.
