Responses given at the very end of a training course are often very biased (the "happy sheet" effect). Moreover, trainees often do not have enough time to do a thorough evaluation. Finally, several critical dimensions that are necessary to evaluate training impact, such as training implementation, can only be truly evaluated a few months after the training. It is generally admitted that skills which have not been used during the four months following the training course will not be remembered by the trainees. If you wish to know more, we recommend you to read the description of our training evaluation methodology.

Yes, the Internet-based system allows a very flexible use of our evaluation services. We propose a completely flexible offer without any setup / fixed costs which does not include a minimum duration for the contract. We currently work with large international companies as well as with small businesses.

Yes. Just after the training, we require trainees to identify the elements of the training course that they expect to use. Two to four months later, we ask them to assess their actual utilization of the same elements. We also help involve their managers in the training follow-up/evaluation.

Yes, to a certain extent: the questionnaires share a common base depending on the training type. These questionnaires are optimized, and are conceived so as to enable trainees to give pertinent information, either very briefly or going more into detail. It is also very important that users have a common questionnaire base so as to be able to benefit from benchmarking analyses from forMetris' database. However, you can always add optional or personalized questions to adapt questionnaires to your training/organization specifics. In addition, follow-up evaluation questionnaires are naturally customized as they integrate the specific objectives of the training course in order to measure their achievement.

It is usually very easy to open a gateway that will give employees access to our site but not to the rest of the Web. Otherwise, it is also possible to use other response channels: dedicated computers with Internet connection, e-mail return, paper forms, phone...

Yes partly ! All the stakeholders in the evaluation process receive a part of the initial evaluation report. It is very important in order to maintain their involvement in the long term. Nevertheless, critical dimensions of the evaluation (in particular the results of the follow-up evaluations) are only communicated to our clients.

The financial measurement of training profitability is both very expensive and unreliable, as it is very difficult to isolate the effects of a training couse from other factors which can also contribute to financial results. The evaluation of training impact is the best way to monitor and optimize training investments.

We carry out e-mail reminders, followed by telephone reminders if response rates are still not sufficient. This optimized reminder process enables us to obtain very high response rates at each stage of the evaluation (even for the follow-up evaluation by managers).

Yes. Questionnaires as well as all e-mails already exist in eight different languages. Thanks to this, we have already evaluated training courses in over 50 countries!

Yes, it is strongly recommended, as they are often better placed to mesure the results of their colloborators' training courses. Furthermore, this contributes to make evaluations a management and communication tool, as well as a lever for cultural change around training