A training assessment
form, or "happy sheet" as they are often called,
is the the short questionnaire that learners are asked to
complete immediately after a training event.
Creating a training assessment
form that delivers meaningful information requires some planning.
There are a number of issues to consider, all of which will
affect the value of the information being gathered.
A "happy sheet" has
limitations as a method of evaluating training. It is just
one of the tools in a comprehensive training evaluation methodology.
Identifying the User of "Happy Sheet" Data
The content of a training feedback
form will reflect the needs of the person or people who will
use the data. Depending on how the training is organised,
and the format of its delivery (such as classroom or online),
there may be multiple parties who want to see the feedback.
These can include:
- The trainer(s).
- The training organisation.
- The learner's organisation(s).
- The supplier of the training
venue or technology.
Each one of these will have
different requirements from the assessment form.
Design of Training Assessment
A training event can be a ten
minute online tutorial or a five day classroom course. Whatever
its duration, when it is over the learner does not want to
be faced with a training feedback form comprising pages of
The most effective forms will
elicit the maximum amount of information from as few questions
as possible. This is achieved by listing all the information
that the form is required to collect and then assessing how
of this is essential rather than just "nice to have".
The next stage is to construct
questions that provide the information required. If there
are more than 8-10 questions they should be ranked in order
of importance, and any below number 10 excluded.
The subjects that the typical
"happy sheet" will ask about are:
- The quality of the trainer
(if a classroom course).
- The quality of the training
- The relevance of the training
to the learner's needs.
- The quality of the training
environment, and any refreshments if supplied.
There should always be space
for the learner to make any other comments. The "comments"
section of the form, if completed, often provides the most
valuable information to the reader. It can raise issues that
the other questions did not cover and may provide valuable
insight into the success or otherwise of a particular training
Design of the Training Assessment Form
Creating the questions is not
enough in itself; thought must be given to how they are answered.
To help learners answer quickly, and to make it relatively
simple to perform comparisons, multiple choice answers are
often used. The learner gives a rating to each question, drawn
from a predetermined list.
If the "happy sheet"
is presented online, the learner will usually be asked to
click on radio buttons to indicate their choice. If it is
on paper they might tick or circle a value from a list.
The assessment form must be
not ambiguous and it should be easy for the learner to follow.
For example, it must be absolutely clear which list of answers
match to each question.
The learner should have a choice
whether or not to compete their name on the form. Ideally
their name should be captured because if they attend multiple
training events their response patterns can be analyzed. However,
most trainers give learners the right to complete "happy
sheets" anonymously if they wish to.
The questions and design of
a training assessment form should be reviewed on a regular
basis to ensure that it still meets the needs of those collecting
Author - Andrew Knowles
Experience is the author of authoritative writing. That's
why I focus on subjects where I can say "been there, done
that". As a full-time freelance writer and consultant based
in the south of England, I help organisations with their marketing
and social media strategies. My passion is for excellence
in communication - creating, clear and coherent messages that
people understand. My life includes being a husband, father
and active member of my local community in England. My workplace
experience has involved managing teams of professionals, establishing
new business units and providing consulting services. I've
developed and delivered plenty training courses and presentations
around IT and communication. Find out more about Andrew: http://ezinearticles.com/?expert=Andrew_Knowles
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