Training Feedback

Training Feedback is one person's answers about one session. Twelve participants rating the same trainer are twelve of these documents, which is what lets you average them and see whether the trainer and the course were any good.

Where

Training Management › Training Feedback

Who uses it

The participant, or his manager, with HR collecting what comes back

When

Reaction feedback once the session is completed, effectiveness feedback some weeks later

Needs first

A completed Training Schedule and a questionnaire

What it is for

A client who spends money on training is eventually asked whether it was worth it. There are two different questions behind that, and this screen keeps them apart.

Reaction feedback is the participant's own view, collected as soon as the session is over: was the trainer clear, was the material useful, was the room fit to sit in. Effectiveness feedback is the participant's manager, asked some weeks later whether the man's work actually changed. The first is an opinion about the course. The second is the only one that tells you whether the money did anything.

One document holds one respondent's answers. If you want the average across a session, that is a report over these documents, not a field on one of them. What this document does carry is the respondent's own overall rating, which is worked out for you as the average of the questions he answered, and is recalculated every time you save.

The questions are copied onto the document from the questionnaire you name, once. They are copied rather than looked up, so a form from two years ago still says what was actually asked, even after the questionnaire has been rewritten.

Nothing creates these documents for you. Somebody in HR raises one per respondent per session, or asks the respondent to. Budget for that when you promise a client feedback on every course.

Every field, in plain words

Header

Field	What it means	What to put in it	Notes
Feedback	The document number.	Fills itself. Leave it.
Feedback Date	The date the form was raised.	12 March 2026	Required.
Feedback Type	Which of the two questions this form asks.	RCT Reaction (Participant)	Required. See the list below.
Training Schedule	Which session the feedback is about.	The forklift session of 10 March	Required. The session must exist, and must be Completed before the form can be submitted.
Course	The course that was taught.	Fills itself from the session. Leave it.
Employee	The participant the feedback is about.	Asif Nawaz	Fill it on effectiveness feedback, where the manager is rating one named man. On reaction feedback the respondent is the participant, so it adds nothing.
Respondent	Who is giving the feedback.	Asif Nawaz for reaction, his supervisor for effectiveness	Required. One form per respondent per session per type.
Questionnaire	Which set of questions to ask.	Training Reaction Questionnaire	Pick it before the first save. The questions are copied in from it.
Due Date	When the form should be back.	20 March 2026	For HR to chase by. Nothing enforces it.
Feedback Status	Whether the form is still out or has come back.	PEN Pending while you wait	See the list below.
Submitted Date	The date the respondent completed it.	18 March 2026
Overall Rating	The respondent's average rating.	Fills itself. Leave it.	The average of the questions he rated, recalculated on every save.
Remarks	Anything the respondent said that the questions did not cover.	Asked for a longer practical session.

Feedback Type values:

• RCT Reaction (Participant). The participant's own view of the session. Collect it as soon as the session is completed, while he still remembers it.
• EFF Effectiveness (Manager). The participant's manager, asked later whether the training changed anything at work. Name the participant in the Employee field so it is clear who the manager is talking about.

Feedback Status values:

• PEN Pending. The form has been raised and is waiting for the respondent.
• SUB Submitted. The respondent has answered. Setting this status is what triggers the checks: every question must have a rating, and the session must be Completed.

Questions

Field	What it means	What to put in it	Notes
Line	The line number.	Fills itself. Leave it.
Question No	The question's number.	Fills itself from the questionnaire. Leave it.	The same question cannot appear twice on one form.
Question	The question as it was asked.	Was the trainer clear and easy to follow?	Copied from the questionnaire. It stays as it was asked even if the questionnaire changes later.
Rating	The respondent's answer, from 1 to 5.	4	Anything outside 1 to 5 is refused. Every question needs a rating before the form can be submitted.
Line Text	Anything the respondent wanted to add to that question.	The yard section was rushed.

How to configure it

1. Complete the session first on Training Schedule. A form cannot be submitted against a session that is not Completed.
2. Open Training Feedback. Feedback Date today. Feedback Type Reaction. Pick the Training Schedule, and the course fills itself.
3. Set Respondent to the participant, for example Asif Nawaz. Pick the Questionnaire and save. The questions are copied onto the form.
4. Set a Due Date and leave the status at Pending while the form is out.
5. When the answers come back, enter a rating from 1 to 5 against every question, set Submitted Date, then set Feedback Status to Submitted and save. The overall rating is worked out for you.
6. Repeat per participant. Twelve participants means twelve documents.
7. Some weeks later, raise one effectiveness form per participant with Feedback Type Effectiveness, the Employee set to the participant and the Respondent set to his supervisor.

Scenarios

We will not pay the consultant until the participants have rated him

Make the feedback a step in your own payment process. Run the session, complete it, raise one reaction form per participant and collect them. The overall rating on each form, read across the twelve, is the evidence the client wants before releasing the invoice. Nothing in PeopleNest holds the payment back, so this has to be the client's procedure rather than a setting you can tick, and it is worth saying so at implementation rather than later.

Our supervisors never fill the effectiveness forms in

Reduce the ask. One effectiveness form per course with the supervisor as respondent and the Employee left empty gets you a view of the course. One per man gets you a view of each man, which is more useful and much harder to collect. Decide with the client which they will actually do, because a questionnaire nobody answers is worse than no questionnaire.

Two participants gave the same session very different ratings

That is the point of one document per respondent. Each man's overall rating is his own. Read them together to see the spread, and read the line notes, which is usually where the real complaint is.

What it is connected to

• A Training Schedule that is Completed, which in turn needs a Training Attendance document.
• A questionnaire supplies the questions. They are copied onto the form, so editing the questionnaire later does not change a form already raised.
• Trainer and Training Vendor are what the feedback is really about, through the session that names them.

If something looks wrong

• "It says the session is not completed yet" - you are trying to submit a form for a session still Planned or Confirmed. Take the attendance and complete the session first.
• "It says a question has no rating" - every question needs a rating from 1 to 5 before the status can be Submitted. Leave the status Pending until the form is fully answered.
• "It says there is already feedback from this person for this session" - one form per respondent per session per type. Find the existing one.
• "It says there is nothing to submit" - no questions were copied in, because no questionnaire was named. Pick one and save, then answer.
• "The rating will not accept a 7" - the scale is 1 to 5.
• "The overall rating looks wrong" - it is the average of the questions that have a rating. An unanswered question is not counted as a zero.
• "No feedback forms appeared after the session" - nothing raises them. Somebody has to.