finish the questions under the document Stakeholder Training Evaluation Activity.doc

TRAINING IMPACT QUESTIONNAIRE

DeWine, S. (1987). Evaluation of organizational communication competency: The development of the communication training impact questionnaire. Journal of Applied Communication Research, 15(1-2), 113-127.

Purpose: The Training Impact Questionnaire (Training IQ) is a post-training instrument that measures employees’ perception of their capabilities to utilize a tool taught in a training program. Theory/Background: DeWine found that training and development programs conducted in-house of organizations lack an effect evaluation process for the training. Other evaluation tools focus mostly on employee reaction to training and do not look at the long term impact that training has on job performance. This instrument was created to fill the need for a training evaluation form that also looks at the benefits of training, the perceived skills and appropriate application of skills in the work place. Description: The Training IQ is a 20-item questionnaire that uses declarative statements and asks respondents to respond using a 5-point Likert scale that ranges from (5) strongly agree to (1) strongly disagree. Items 2, 3, 8, 9, 11-19 are reverse- coded. This questionnaire is meant to be given out two to four weeks after a training session. This delay provides enough time for employees to utilize the new skill on the job. There are two factors in this questionnaire. The first factor is called “Relationship of training to job,” and measures the association between an employees job requirements and the information that was taught during the training session. The second factor is called “Skilled performance,” and measures the extent to which the new skill is used by the employee in their job.

TRAINING IMPACT QUESTIONNAIRE This series of statements are possible perceptions of an employee regarding previously conducted training and its impact on his or her ability to apply skills taught during training to the job. Please respond to each statement by placing the appropriate number in the blank to the left of each item. 5 = strongly agree 4 = agree 3 = neutral 2 = disagree 1 = strongly disagree

1. After attending this training program, I am interested in attending other training

programs.

2. I don’t perform the skill on the job because the skill is too difficult for me.

3. I use this skill regularly on the job.

4. Because of learning this skill I feel more comfortable about doing my job.

5. Because of attending this training program, I feel better about the company.

6. I learned to perform the tasks well in the training program, but I could have

learned it just as easily from a manual or an instruction sheet.

7. I think my participation in this training program will help me to advance in the

company.

8. I didn’t learn this skill in the training program, so I had to learn it on the job.

9. Work conditions don’t allow me to perform the skill the way I learned it in

training, so I do the task differently on the job.

10. After training I would perform this skill with practicing.

11. I don’t perform the skill on the job because the skill comes up so rarely that I

forget how to do it.

12. I don’t perform the skill on the job because I didn’t learn the skill in the

training program, so I get help to do the skill.

13. I had trouble learning the skill because the training program was confusing.

14. I never perform this skill on the job.

15. The skill isn’t part of my job.

16. I don’t perform the skill because I was assigned a different job.

17. I had trouble learning the skill in the training program because there wasn’t

enough reference material.

18. I perform the skill differently on the job because the skill doesn’t work the way

I learned it in training.

19. I perform the skill differently on the job because my supervisor told me to do it

differently.

20. I learned to perform the task well in the training program because the program

was effective.