Create and Use a Training Evaluation Form (+ Template)

Organizations need training evaluation forms to maximize the potential of their training programs. These will give them clear insights into employees’ opinions of such programs and help them refine the training they offer.

70% of employees say effective learning makes them feel more connected to their organization, and 80% agree that it adds purpose to their work. As an HR professional, you can use training evaluation forms to ensure your organization is delivering the right training to the right people.

Phillips V-model — also known as the Phillips ROI model — a framework designed to evaluate the return on investment (ROI) of training and development programs.

Developed by Dr Jack Phillips, this model expands on Kirkpatrick’s Four-Level Training Evaluation Model by adding a fifth level focused on ROI. The model is structured to assess training effectiveness through five levels: reaction, learning, application and implementation, business impact, and ROI.

Let’s take a look at each step in more detail:

The model starts by evaluating participants’ experiences with the training program they’ve completed, typically via a post-training survey.

However, you can use alternatives like pulse surveys), AI technology to gauge emotional reactions, suggestion boxes, and review sites to avoid survey fatigue among employees. This step is essential for gathering data for further evaluation.

This level assesses whether learning has occurred by measuring whether the training program’s objectives have been achieved and the extent of participation and attentiveness. A typical approach is to conduct pre- and post-tests.

For instance, say the training goal was to teach employees a new project management methodology like Agile. This step would test learners’ understanding of Agile principles before and after the training to evaluate the learning outcomes.

The purpose of this stage is to determine whether any issues arise from the application or implementation of learning. For example, if level two data reveals that the training was unsuccessful, level three helps identify the reason for the lack of application or implementation.

For instance, employees could have learned how to use a new data analysis software but are unable to apply it effectively because they lack access to real-time data. To resolve this issue, the organization might need to invest in better data infrastructure.

The fourth level examines the training’s overall impact on the organization. It attributes changes to the training’s effectiveness while also considering organizational and external factors that might affect the successful implementation of acquired skills.

For instance, a training program aimed at enhancing supply chain management skills may show that employees understand the concepts. However, if external supply chain disruptions (like global shipping delays) hinder their ability to apply these skills, the impact assessment would consider these external factors.

This final level measures the training’s ROI. Although directly linking training to business performance can be challenging, the model employs specific metrics and measures to do this. For example, a cost-benefit analysis can show if the training investment was worthwhile.

1. Objectives and goals

Clearly state the training session’s objectives and goals. This sets the context for participants and helps them understand the purpose of the training. It also lets them measure if they believe the objectives were reached.

Do this

• Use specific, measurable language when stating objectives to make evaluation clearer and easier.

2. Training content

Include questions that assess the training materials’ relevance, clarity, and comprehensiveness. This helps you understand how well the content met the learning objectives.

Do this:

• Ask participants to rate content on a scale and to provide examples of particularly useful or unclear sections.

3. Trainer’s performance

Assess the trainer’s effectiveness in delivering the content, including their knowledge, communication skills, and engagement with participants.

Do this

• Include both rating scales and open-ended questions to capture nuanced feedback on the trainer’s performance.

4. Training environment

Evaluate the physical or virtual environment in which the training took place, including venue comfort, quality of materials, and technological effectiveness.

Do this

• For virtual training, include specific questions about the online platform’s usability and any technical issues participants may have encountered.

5. Participant engagement

Measure participants’ engagement and motivation levels during the training. This provides insights into the training’s ability to hold attention and encourage active participation.

Do this

• Ask participants to reflect on their own engagement levels and which factors influenced their participation.

6. Learning outcomes

Assess whether participants feel they’ve achieved the targeted learning outcomes through self-assessment questions or quizzes.

Do this

• Include a mix of subjective (e.g., “How confident do you feel about applying this skill?”) and objective (e.g., a short quiz on key concepts) questions.

7. Overall satisfaction

Gauge participants’ overall satisfaction with the training experience.
Do this

• Use a simple rating scale (e.g., 1-10) for quick quantitative feedback, followed by an open-ended question asking why they gave that rating.

8. Open-ended feedback

Give participants opportunities to share additional thoughts, suggestions, or concerns not covered by structured questions.

Do this

• Encourage specific, actionable feedback by asking questions like, “What one thing would you change to improve this training?”

9. Relevance to job role

Ask participants how relevant the training content is to their current job responsibilities and future career goals.

Do this

• Include a question about how soon and in what ways they expect to apply what they’ve learned to their jobs.

10. Pre- and post-training self-assessment

Include questions that allow participants to rate their knowledge or skill level before and after the training.

Do this

• Use consistent rating scales for both assessments to easily measure perceived improvement.

11. Preferred learning methods

Gather information on which training methods (e.g., lectures, group discussions, hands-on exercises) participants found most effective.

Do this

• Encourage participants to explain what they found useful and not useful in each training method.

12. Follow-up support

Ask participants what kind of post-training support would best help them apply their new knowledge or skills.

Do this

• Offer options like mentoring, follow-up sessions, or online resources for participants to choose from.

13. Organizational impact

Include questions about how participants expect the training to impact their team or the broader organization.
Do this

• Frame this in terms of specific organizational goals or KPIs to help link training outcomes to business objectives.

Once you’ve designed, piloted, refined, and begun using your form, it’s time to start analyzing your data. Remember, data is only as good as how you use it.

1. Provide clear instructions at the top of the form
2. Get your timing right
3. Ensure anonymity
4. Follow up on feedback
5. Regularly review and update the forms
6. Tailor your evaluation forms for each program
7. Include quantitative and qualitative questions
8. Use technology to streamline the process
9. View the evaluation process as part of a larger learning ecosystem