4 Ways To Perform A Post-Course Evaluation Analysis (2023)

Summary: It's not only your learners that need to be evaluated at the end of a course: it's the course itself. Following our 4 simple post-course evaluation steps will help you improve your training content, fix the pain points your learners face, and step up your eLearning game.

The 4 Keys To Effective eLearning Evaluation

So, you've started your training portal. You added (wrote, imported, or bought) your learning content. You conducted your training courses. You evaluated your learners' performance. But is it time to pat your instructors on the back and declare the mission accomplished?

Sort of - there's just one more thing you need to do, especially if you plan to repeat the training for other learners (e.g. your next bunch of hires). You should, if you're not already, also practice eLearning evaluation, assessing your course material, and making any necessary adjustments to improve it for future learners.

In this article, we will examine the benefits of evaluating eLearning courses after a training program is complete, and while there's no definitive eLearning evaluation checklist, we will describe four specific ways that this can be achieved.

Benefits Of Post-Training Course Evaluation

When you were building your training material, you probably had some process for evaluating its quality and iterating on it until you were satisfied to have it be part of your course.

Whether that involved rewriting some original material, adapting importedcontent to fit with the course's goals, or adding some custom touches to generic bought content, your instructors probably spent a fair amount of time getting your training content right.

So, you might be asking, why should you go through your content again since you've already deployed said material, and with the training sessions completed?

There are several reasons for adding an eLearning evaluation step at the end of your courses:

(Video) How to analyze and present the data of Pre & Post-Training Tests.

You probably still missed lots of things. Editing is difficult, and a content writer that edits their own material will have several blind spots -- things they consider fine but are not. (Which is why newspapers and publishing houses have dedicated editors separate from the authors).

Ιnstructors, by definition, shouldknow more than learners do, which makes it difficult for them to understand when a piece of content might be too difficult for the latter.

Some piece of content might look fine to everybody involved, only to be proven problematic in actual training. Even the best content writers and editors can't fully anticipate how a piece will work out in practice without learner feedback and a thorough post-course eLearning evaluation.

Given the above, we suggest the following 4 methods that will help you gather actionable feedback and insight to improve your course:

1. Create A Questionnaire

The most valuable eLearning evaluation insight will come from directly asking your users to evaluate the course they've just finished, and a questionnaire (or survey, if you wish) is the perfect tool for the job.

Since learners might not be very eloquent or focused on their feedback, try to guide them as much as possible by asking the appropriate questions.

These include asking them to identify the most and least useful items in the course, whether they feel the course helped them achieve their learning objectives, how applicable their new knowledge is in their everyday job, and so on.

On top of those course-focused questions, ask them to evaluate their own participation and overall performance. Finally, include a generic comment box so that they can contribute any other criticism or suggestion that they might have.

(Video) Are course evaluations important?

For those eager to put this into practice, we will see below how TalentLMS Survey functionality can be easily leveraged to create both learner feedback questionnaires and trainer feedback surveys.

2. Create A Trainer Feedback Survey

Insight from your trainers is also invaluable for a full eLearning evaluation. After all, they are the ones that run it and get to witness first hand (when correcting trainee work, during instructor-led training sessions, etc.) the effectiveness of each chunk of material.

A trainer feedback survey should try to get instructors to evaluate each lesson and each part of the training program that they were involved with -- and perhaps even those that were handled by other trainers.

Use a simple grading scale (e.g. 1-5), and try to keep your questions focused. This will make it easier to evaluate the feedback that you'll get. That said, add a general comment box at the end of the survey to give trainers the change to address things that you haven't anticipated asking.

Trainer feedback surveys and learner questionnaires (which are just especially focused survey) and can be easily constructed in TalentLMS, through the "Add Survey" option within a course unit.

If you're familiar with creating Tests in TalentLMS, Surveys are more or less the same in their implementation but focused more on feedback-gathering than to test a learner's skills.

TalentLMS Survey functionality allows you to use the platform's familiar WYSIWYG editor to edit your questions, add multiple choice answers (for targeted questions and/or grading) and generic comment boxes, and re-arrange them to get the right ordering.

3. Create A Trainee Evaluation Form

If you follow our advice above, you'll have your trainees evaluate their own performance in your course's questionnaire. Since you can't trust that completely, though, it makes sense to also have your instructors evaluate your trainees and their performance during the course.

(Video) Training Program Evaluation

Again, you don't need to go into much qualitative detail -- just create a simple trainee evaluation form that assesses a learner's performance in terms of participation, test and in-person training performance, cooperation, knowledge retention, effort, etc.

In TalentLMS a "trainee evaluation form" can be implemented and maintained as part of a learner's profile information -- as the platform allows you to add custom fields to user profiles (dropboxes, text fields, checkboxes and so on).

4. Create A Training Evaluation Report

Last, but not least, you will need to get the actual figures that characterize your training course and compile them in a comprehensive training evaluation report.

This should include things like learner attendance records, all test and quiz scores, homework grades, final grades, certificates awarded, total hours spent, and so on.

Checking individual learners against their group averages will give you hints at what might be material that doesn't work well with some types of learners (e.g. because they lack some foundational knowledge that is not explained at the start of the course).

Checking for anomalies in group results (e.g. most users failing a test) will likewise indicate problematic material.

In TalentLMS, training evaluation reports are the realm of the Reports engine, which keeps track of all aforementioned metrics aggregated per course or individual learner level, and lets you dig in with custom filtering and query options, accumulate the data you're after, and view them (or export them) in an easily digestible format.


In this article, we had a look at how to evaluate online courses, and how TalentLMS tools can help you monitor, assess, and revise your courses.

(Video) How Do I Create a Course Evaluation?

This, of course, needs to be an iterative process, to ensure that your material adjusts over time to changing business environments, different learner profiles, and market and/or technological changes.

And just like you should adjust your course material, it also makes sense to adjust your course evaluation criteria over time too to match different training goals.


Easy to learn, easy to use, and easy to like, TalentLMS is designed to get a “yes” from everyone, including C-level execs, budget heads, and busy employees. Now, instead of checking out, your whole organization leans into training.

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(Video) How to create a course evaluation on survey monkey and post it on EDU


4 Ways To Perform A Post-Course Evaluation Analysis? ›

Course evaluations are implemented in one of two ways, either summative or formative.

What are the different types of course evaluation? ›

Course evaluations are implemented in one of two ways, either summative or formative.

How to do post training analysis? ›

Post-training evaluation involves simple and straightforward questions that help you understand how effective the training session is to the trainees. You can ask questions based on the topics they covered in the training program to see its effectiveness.

What is a post course evaluation? ›

What is a post-course evaluation, anyway? A post-course evaluation is a document distributed to participants at the end of a training course. It has questions designed to help you gather information about how the learners felt about the course, and how much they feel they learned.

How do you conduct a course evaluation? ›

How to conduct an effective course evaluation
  1. Step 1: Start by identifying the objectives of your course evaluation. ...
  2. Step 2: Choose the right course evaluation method. ...
  3. Step 3: Keep your course evaluation clear and concise. ...
  4. Step 4: Collect and analyze the data. ...
  5. Create visually appealing course evaluation surveys.
Mar 2, 2023

What are the 4 types of evaluations? ›

The four basic types of evaluation: clinical reviews, clinical trials, program reviews, and program trials.

What are the four types of evaluations explain? ›

The main types of evaluation are process, impact, outcome and summative evaluation. Before you are able to measure the effectiveness of your project, you need to determine if the project is being run as intended and if it is reaching the intended audience.

What are four 4 types of analysis needed to assess training? ›

The types of needs assessment include performance analysis, target population analysis, sorting training needs and wants, job analysis, and task analysis. Discovers training needs that are related to the organization's work.

What is a post assessment example? ›

Post-assessment Examples and Resources

Write a letter to their parents/their friend summarizing what they learned and why it is important; Turn to their neighbour and tell them most important thing they learned; Develop a one-minute elevator speech about the topic.

What are the four levels of Kirkpatrick evaluation model? ›

The Kirkpatrick Model is a globally recognized method of evaluating the results of training and learning programs. It assesses both formal and informal training methods and rates them against four levels of criteria: reaction, learning, behavior, and results.

What is the purpose of post evaluation? ›

evaluate the effectiveness of the project in realising the proposed benefits as outlined in the economic appraisal. compare planned costs and benefits with actual costs and benefits to allow an assessment of the project's overall value for money to be made.

What are the few methods of training evaluation? ›

Training evaluation models are methods used to evaluate training programs. The 5 most popular are Kirkpatrick's four-level training evaluation model, The Phillips ROI model, Kaufman's five levels of evaluation, The CIRCO model, and Anderson's model of learning evaluation.

What are the four 4 major methods of job evaluation? ›

Four primary methods of job evaluations used to set compensation levels are point factor, factor comparison, job ranking and job classification.

What are the 5 steps of evaluation? ›

The 5-Step approach
  • Identify the problem. It is essential that you are clear from the start about the problem you are aiming to address. ...
  • Review the evidence. ...
  • Draw a logic model of how your service should work. ...
  • Identify indictors and collect monitoring data. ...
  • Evaluate logic model​
May 31, 2016

What are the 5 basic types of evaluation? ›

Types of Evaluation
  • Evaluability Assessment. ...
  • Needs Assessment. ...
  • Implementation/Process/Formative Evaluation. ...
  • Impact/Outcome/Summative Evaluation. ...
  • Program Review. ...
  • Efficiency Assessment (Cost/Benefit Analysis or Cost Effectiveness Analysis)

What are the 3 types of evaluation? ›

The three types of evaluation are:
  • Formative Evaluation.
  • Summative Evaluation.
  • Diagnostic Evaluation.
Sep 2, 2022

What are the 3 types of evaluation in education? ›

Specifically there are three types of evaluation used in the classroom. These are summative evaluation, formative evaluation and diagnostic evaluation.

What is step 4 analysis of data? ›

Planning your analysis is a critical step in any data analysis project. In fact, this concept is so important that this section really doesn't even belong here; analysis planning should occur at the beginning of your project and should guide many decisions you make as you go along.

What are the 4 concepts used to evaluate training effectiveness? ›

Some common evaluation metrics include participant satisfaction, learning outcomes, behavior changes, and performance improvements.

What 4 things can you evaluate to measure training effectiveness? ›

Training effectiveness measures the impact of training on the trainee's knowledge, skills, performance, and the company's ROI. The training's goals and objectives should be determined before training occurs, allowing these to be clearly and accurately measured.

What are three 3 components of a training needs analysis? ›

Outlining required skills and knowledge. Evaluating current skills. Locating performance gaps and causes. Establishing training needs.

What is step three of the needs analysis process? ›

Step 3: Determine the Cause of the Performance Gap, and Offer Solutions. Now that you know the specific performance gap, you'll need to identify the cause, before you can identify the right solution. To do so, you should investigate all the possible factors that could affect performance, including: Feedback.

What are the three types of evaluations? ›

The three main types of evaluation methods are goal-based, process-based and outcomes-based.

What are the 5 levels of training evaluation? ›

Based on the Kirkpatrick Model, Kaufman's Five Levels of Evaluation are as follows:
  • Level 1a: Input. ...
  • Level 1b: Process. ...
  • Level 3: Application. ...
  • Level 4: Organisational payoffs. ...
  • Level 5: Societal Outcomes. ...
  • Change 1. ...
  • Change 2. ...
  • Change 3.

What are four most common project evaluation techniques? ›

The Best Project Evaluation Methods
  • Return on Investment (ROI) The most popular and common way to evaluate a project is through its return on investment (ROI). ...
  • Cost-Benefit Analysis (CBA) ...
  • Net Present Value (NPV) ...
  • Internal Rate of Return (IRR) ...
  • The Payback Period. ...
  • Benefit-Cost Ratio (BCR) ...
  • Risk-Adjusted Discount Rate (RADR)
Jun 27, 2022

What are the five major components of program evaluation? ›


In a general sense, as an open system an intervention program consists of five components (input, transformation, outputs, environment, and feedback), as illustrated in Figure 1.1.

What are 3 basic evaluation activities? ›

Strategy evaluation includes three basic activities: (1) examining the underlying bases of a firm's strategy, (2) comparing expected results with actual results, and (3) taking corrective actions to ensure that performance conforms to plans.

What are the two 2 basic types of evaluation? ›

The two types of evaluation described below – formative and summative – are not mutually exclusive. Many evaluations contain a bit of both. But one purpose is usually more dominant. A formative evaluation is normally carried out during a project or programme, often at the mid-point.

What are the seven techniques of evaluation? ›

7 Performance Evaluation Methods
  • Management by Objective (MBO)
  • Critical Incident Method.
  • Checklist Method.
  • 360-Degree Performance Appraisal.
  • Self-Evaluation.
  • Ratings Scale.
  • Performance Test.
Feb 14, 2019

What are four 4 basic criteria used to evaluate training? ›

The Kirkpatrick Model is a globally recognized method of evaluating the results of training and learning programs. It assesses both formal and informal training methods and rates them against four levels of criteria: reaction, learning, behavior, and results.

What are the 4 A's of training? ›

It's also helpful to view the 4As as though each 'A' is one of four components in a single learning task; these four parts – ANCHOR, ADD, APPLY and AWAY – complete a single learning cycle.


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