The success of a company’s training and onboarding programme can be evaluated through training onboarding surveys. These surveys offer insightful information on how newly hired staff members are adjusting to their new positions and the company culture, as well as what aspects of the training and onboarding process are effective and need to be improved in your company. Training and onboarding surveys can help firms create and implement more efficient training and onboarding programmes that make new hires feel welcome, engaged, and prepared for their jobs by gathering information on a variety of training- and onboarding-related subjects.
MakeForms provides an easy-to-use no-code platform for creating training onboarding surveys. You can design custom surveys that include a variety of question types, such as multiple choice, open-ended, and rating scales. You can also distribute surveys to specific groups of employees, track responses, and analyze the results in real-time.
When creating training onboarding surveys, it’s important to include a variety of question types that address different aspects of the training and onboarding process. Some examples of the types of questions you might include are:
There are various types of training onboarding surveys, each with a specific purpose:
Evaluate how satisfied workers are with an organization’s onboarding procedure.
Gain insights about the success of a company’s new employee training programme.
Seek to review employees’ level of commitment to and involvement with your business.
Monitor the likelihood of new employees staying with the company.
Get feedback from the new hires about your onboarding procedure.
Get insights on the degree to which the onboarding procedure satisfied the new hires.
Track and examine the efficiency of the hiring and orientation process at a company.
Get to know how well new employees feel they fit into the company’s culture.
Assess the quality of the resources and support provided to new employees during onboarding.
Get to know about the goals and duties that new hires will have in their future positions.
Review how well new hires perform throughout the onboarding process.
Collect data on how well new hires are adjusting to their roles and the business.
Determine feedback from new employees and evaluate their expectation of new hires for their roles.
Observe and collect data on how equipped newcomers are for their roles.
Learn more about the effectiveness of the communication throughout the onboarding process.
Assess the skills of new hires and identify areas for development.
Determine the new hires’ aims and objectives for the position.
Find out how adeptly new hires can troubleshoot and resolve issues.
Get input on how well your new hires are able to manage their time.
Learn about the new hires’ capacity for teamwork and coordination.
Learn more and assess the new hires’ capacity for stress management.
In the course of the orientation session, evaluate the motivation of new hires.
Check the degree of assurance that new hires have in their positions.
Assess the adaptability and flexibility of new hires.
Learn more about a new hire’s ability to handle stress.
Get details about the originality and innovation of fresh hires.
Take into account a new hire’s capacity for learning and development in their new position.
Determine whether a new hire has the ability to make judgements.
Estimate new hires’ potential for leadership and leadership abilities.
Get to know the levels of originality and innovation of new employees.
Survey the initiative and proactiveness of new workers.
Interpret a new hire’s interpersonal abilities.
Get an understanding about your new hires’ communication abilities.
Get opinions about the time management abilities of new hires.
Identify a new hire’s capacity for stress management.
Quantify a new hire’s capacity for making decisions.
Make an assessment of your new hires’ capacity for problem-solving.
Gain insights on how well the new hires are adjusting.
Inspect the new members’ creative skills.
Monitor how successfully the new hires work in groups.
Evaluate and learn more about the leadership abilities of new hires.
Closely examine the new hires’ motivational abilities.
Collect and analyze how well new hires are at creating goals.
Estimate the level of innovation your new hires bring to the organisation.
Assess the time management abilities of new staff.
Determine how well the new hires are able to manage their stress.
Survey the decision-making abilities of potential hires.
Analyze the ability of a new hire to solve problems.