There exist various types and methods to create a successful data research questionnaire. In order to bring in various personal attributes of the employee outlook towards training and development, the questionnaire was designed to include various factors such as purpose and engagement of the research, evaluation objective, elicit information, mix of quantitative and qualitative information, employee experiences, insights into a particular problem or issue and many more. The questions were categorized into different categories namely, open and close ended, ranking based, multiple choice questions, basic quantity, information / categorical questions and others.
The questionnaire was formatted in terms of broadest to the narrowest questions, i.e., from the least sensitive to difficult questions. The questionnaire was limited to a number of less than psychological number of 20, ensuring adequate satisfaction of research aim, employee experience and issues / problem insight.
During the phase of questionnaire development, the organization's HR team contributed great support to ensure identification of several issue and feedback points based on employee's and company's approach towards training and development. As part of data collection and analysis, the questionnaire was circulated among 100 employee's working in Hyderabad office of Virtusa. The time period of the deliver and collection of filled questionnaire was set at six hours, in order to ensure uninterrupted working. The questionnaire were circulated with help of HR team, answering questions raised by employee's as well as informing the employees about the reason and aim of research.
As the first five questions out of 16 provide and two additional informative data fill fields provide numerical as well as rank based results, the information has been categorized into bar graphs indicating number of employee's falling into the ideology related to quality of training and development. The remaining 11 questions identifies varies attitude and behaviors of employee, before and after receiving training, and also identifying the knowledge-ability of the employee regarding formal training schemes in the organization. The results for these questions have been averaged out with most common answers and in stances few critically flawed points have been noted.