Key Characteristics of a Learning Impact Evaluation System

May 14th, 2015

An effective evaluation system provides valuable information for all parties such as:

  • Learner
  • Client
  • Training Management Team
  • Senior Corporate Management

The training evaluations should be used as the means to make training decisions such as:

  • Program Additions,
  • Changes, or
  • Deletions

Evaluations document the results of training programs, which can be used to prioritize training needs for the organization. Training Management can use the evaluations for the allocation of training resources to the training programs with the most impact on corporate or organizational goals.  The following are the main purposes of Evaluating Learning Impact:

  • Determine business impact, the cost benefit ratio, and the ROI for the training program.
  • Improve the design of the learning experience.
  • Determine whether the objectives of the learning experience were met and to what extent.
  • Determine the training program’s content adequacy.
  • Assess the effectiveness and appropriateness of instructional strategies.
  • Reinforce objectives learning.
  • Provide feedback to the facilitator.
  • Determine the appropriate pace and sequence of the training content.
  • Provide feedback to participants about their learning.
  • Identify which participants are experiencing successes in the learning program.
  • Identify which content of the learning program is actually being applied on the job by participants.
  • Assess the on the job environment to support learning.

The Performance Agreement Principle

Evaluating Learning Impact can be difficult if evaluation is not embedded into the training program during Instructional Design. The Performance Agreement Principle is a way to assure that evaluation is integrated into the training program.

Learning objectives should have a corresponding evaluation task. Evaluation tasks can be formal or informal. There are two important areas where learning objectives and evaluation tasks should match closely.

  • Behavior
  • Condition

Behavior describes the anticipated outcome of the training. Condition describes the circumstances under which performance is to take place. When behavior and condition match the learning objective has a performance agreement. The Performance Agreement Principle aids the instructional designer to achieve consistency between what’s expected of the learners in the objective and what they’re required to do in evaluation.

Make Evaluating Learning Impact part of your Course

The courses offered by Educate Virtually focus on operational excellence, namely Lean Six Sigma and Kaizen Facilitation.  The measurement of the training impact is built into these courses.  Teams are trained with an improvement project or process metric goal in mind.

The effectiveness is measured in two ways.  The first is did all of the teams that attended the training complete their improvement projects.  The second is the impact the completed project had on the key performance metric that was the focus and the resultant cost savings.  The carrot we dangle in front of the teams is the certification as a Belt in Lean Six Sigma or a Kaizen Facilitator.  Certification is only awarded after completing both the training and a successful project where the training was applied.

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