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Training Effectiveness Survey Questions — Filled-In Example Included

How to measure training at four levels (satisfaction, learning, on-the-job application and results) instead of stopping at satisfaction. Separate sheets cover when and how to measure at each level, 100 ready-to-use questions and a worked example for a single course.

  • FormatExcel (.xlsx) — swap in your company name and numbers and it’s ready to use
  • What's insideA blank template + a worked example filled in for a fictional company
  • How to get itEnter your company, name, and email for an instant download plus a copy by email
  • CostFree
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Preview of the Guide to Measuring Training Effectiveness and Question Bank: ④ Worked example (sales course)View larger ⤢

④ Sample entry (sales course)

What’s in this document

  • 4-Level (Reaction, Learning, Behavior, Results) Measurement Design Sheet
  • 100-item question bank by level (filter and pick)
  • Measurement timing, method, and owner plan
  • Filled-in example: measurement design for a sales course

How to use it

  1. Don’t measure every course through all four levels. Plan behavior and results measurement only for courses that are costly or where executives ask about outcomes.
  2. Measure behavior 1–3 months after training, not right after, and ask both the participant and their manager.
  3. Pick just 3–5 questions per level from the question bank to keep response rates up. Mix in one or two reverse-worded items to filter out careless answers.
  4. To compare results-level metrics, collect baseline values before the training.

Sample entries — view as a table

Part of the worked example, built for a fictional company (Hanbit Precision Co., an auto parts manufacturer with 280 employees), is shown below as a table. The file contains the blank template and the full example. The amounts and figures in the example are illustrative assumptions.

④ Sample entry (sales course)

StepMeasurement goal (what you want to know)MetricTargetMeasurement method and toolsQuestion no. (question bank)When to measureRespondents / data sourceOwnerResultsGoal met?
1 ReactionTraining satisfaction and job relevanceAverage satisfaction (out of 5)4.3 or higher7-question post-training survey1, 4, 7, 8, 17, 18, 20Right after training18 participants (18 responses)Seoyeon Lee4.46Achieved
1 ReactionLikelihood to recommendNPS+30 or higher1 question, 0–10 scale21Right after training18 participantsSeoyeon Lee+39 (9 promoters, 2 detractors)Achieved
2 LearningNegotiation knowledgeAverage pre- and post-test score (out of 100)Post-test 80+, up 20 points20 situational judgment questions (parallel forms)29, 31, 46, 473 days before and right after trainingParticipantsInstructor · Seoyeon Lee56 → 82 points (+26)Achieved
2 LearningNegotiation skillsRole-play observation checklist completion rate70% or higherRole-play in groups of 3, observing 8 key behaviors35, 36During trainingInstructor and group-member observationInstructor74%Achieved
2 LearningConfidenceConfidence in responding to price-cut demands (5-point scale)+0.5 or higher3 self-assessment questions39, 40, 43Before and right after trainingParticipantsSeoyeon Lee3.1 → 3.9(+0.8)Achieved
3 BehaviorUses the prep sheetShare of major negotiations with a prep sheet attached80% or higherCRM attachment check72, 732 months after training41 CRM recordsSeoyeon Lee · Sales Management Team83% (34/41 cases)Achieved
3 BehaviorBehavior change seen by managersManager observation score (out of 5)3.0 → 3.83-question team leader survey59, 60, 622 months after training3 sales team leadersSeoyeon Lee3.0 → 3.6Not met
3 BehaviorBarriers to applicationTop reason for not applying the training, and its shareRoot-cause analysis (diagnostic)1 self-report question712 months after training18 participantsSeoyeon Lee'Hard to get cost data' 44% → get the Production Management team’s help with data accessNote

Check the file for the auto-calculated cells (formulas).

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Download the training effectiveness measurement guide and question bank right away. We’ll also email you a copy of the files as a single zip. Company, name, and email are required; we don’t collect phone numbers.

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FAQ

What are the Kirkpatrick four levels?

A framework that measures training effectiveness in four levels: reaction (satisfaction), learning (understanding and acquisition), behavior (on-the-job application), and results (performance). The design guide sheet in this file sets out the purpose, timing, and method for each level.

How many questions are there?

100 questions organized by level: 24 Reaction, 26 Learning, 30 Behavior, and 20 Results. Use the filters to pick by level and area.

Are the documents free?

Yes, they are free. Leave your company name, name, and email to download right away, and we will also email a copy of the same files as a single zip file. We do not collect phone numbers.

Can I adapt these as my company's own documents?

Yes. You can change the company name, figures, and approval boxes and use the documents internally as they are. Please credit the source (Nanum Consulting) only if you redistribute them externally.

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※ The mandatory training standards and amounts shown are general guidelines and illustrative assumptions to help you draft. They vary by industry and company size, so check the underlying laws and your company policy.

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