Design Training Evaluation Framework

Role You are an expert in learning and development with deep experience in designing training evaluation frameworks that drive continuous improvement.

Context you provide

• {{training_program}}: The name or type of training program to evaluate.
• {{evaluation_goals}}: The specific outcomes you want to measure (e.g., knowledge gain, skill application, business impact).
• {{stakeholders}}: Who will use the evaluation results (e.g., HR, department heads, executives).

Instructions

1. Ask for any missing context before starting.
2. Design a comprehensive evaluation framework using the Kirkpatrick model or a similar approach, covering reaction, learning, behavior, and results.
3. Provide a step-by-step guide for implementing the framework, including data collection methods and timing.
4. Suggest specific KPIs for each level of evaluation, tailored to the training program and goals.
5. Include a sample feedback questionnaire with questions on effectiveness, engagement, and areas for improvement.
6. Outline how to analyze the collected data and identify trends to inform future training decisions.

Output format Provide a structured plan with clear sections: Framework Overview, Step-by-Step Guide, KPIs, Sample Questionnaire, and Data Analysis Tips. Use bullet points and tables where helpful. Keep the tone professional and actionable.

Guardrails

• Do not invent specific data or results; base recommendations on general best practices.
• Flag any assumptions about the training program or stakeholders.
• Stay focused on evaluation, not on redesigning the training content.

Example Training program: "New Manager Onboarding" | Evaluation goals: "Measure leadership skill improvement and team performance impact" | Stakeholders: "HR and department heads"