Training evaluation software is used by many companies when a new employee joins the ranks and begins training or when an employee is gaining extra training resulting from job changes or a promotion. To ensure the employee is learning from the training modules, a question creator will help administrators make custom forms with pertinent questions. After the employee answers the questions, the feedback must be obtained, and training evaluation software with several ways of doing this is usually better. Companies typically need to analyze results not only for accuracy, but to compare the effectiveness of training among the spectrum of trainees. Deployment for the training evaluation program should be simple, without requiring administrators to write any complex code.
Asking questions after a training module is the common way to test employee training retention. Creating a pertinent question form should be simple, and administrators should be able to write custom questions without having to use coding and without having to go through many steps. Most questions will be open-ended, have one or more answers or be true or false. To make creating these questions easy for administrators, the best software likely will have simple commands that enable administrators to define different question types. If this is impossible, then training evaluation software that requires little coding may be best, because complex coding can be easily messed up and difficult to maintain.
After a question form is created and filled out, it has to be collected. Choosing software with the most convenient collection method, or many different methods, is generally best. Common collection methods include email, embedding the answers in a link and sending the form over a server. To ensure security, the question form should be encrypted during any transmission.
Analyzing the training is another important part of using training evaluation software. This goes beyond checking whether answers are correct. For example, if forms can be organized by a trainer, then administrators can compare scores to see if one trainer is doing better or worse than others. Reporting features, such as reporting employee demographics and common test scores, also are common. Users should check the analytic features to see if they would help the company.
Training evaluation software must be deployed so users can fill out the answers. Some programs have complex deployment procedures that involve a vast amount of coding, and they must go through servers and other constructs before reaching users. Having a simple deployment is generally better, because administrators get the evaluation software functioning quicker, which can minimize deployment mistakes.
