These forms ask the participant's opinion of the course materials, the instructor, and the classroom environment. But it can be difficult to know precisely what these evaluations measure. For example, studies show that these evaluations show high marks when the instructor tells jokes. However, studies also show that when participants enjoy the experience, they open their minds to the new process or procedure, which is a key step to change behavior. Unfortunately, post-course evaluations do not measure the effectiveness of the training in changing behavior in the workplace.
Testing is an effective means to evaluate whether a participant learned.
However, this form of evaluation requires investment in developing good tests. This form of evaluation is needed in certain circumstances, such as maintaining accreditation with an organization like the American Council on Education. The tests allow employees to achieve credit for the training in a university environment. However, many organizations find the value of the credit is not worth the expense. The approach is to send an evaluation to participants some time after the training was delivered, e.g., six to nine months later.