Learning assessment and evaluation

LEARNING ASSESSMENT AND EVALUATION

Akeem AkinfenwaChief Learning Officer

Purdue

Centre for Management Development, Shangisha, LagosApril 30, 2014

Financial Literacy for All@

Learning Outline

Learning Objectives

Training Evaluation – What it is, Difference, Common Myths

Reasons for Evaluation

What Should Be Evaluated

Key Questions To Ask in Evaluation

Effective Evaluation

Stages & Methods of Evaluation

Exercise 1

Exercise 2

Conclusion

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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD

Learning Objectives

Why do we evaluate training programmes?

Discuss the main stages of effective evaluation and

how the problems in the stages should be eliminated

Prepare simple evaluation forms that can serve the

needs of your organization

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What is Training Evaluation?

Process of systematically collecting and analysing

information about the result of a trainee’s encounter

with a learning experience

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Financial Literacy Train the Trainers Workshop – April 30, 2014 @

CMD

The Difference5


Common Myths about Evaluation

Evaluation has to be large-scale

Evaluation has to be sophisticated

Evaluation must involve some outside agent or

organization

Evaluation is a threat to the learner

Evaluation is difficult

Evaluation means a lot more work

Evaluation is merely an academic exercise

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Reason for Evaluating Training

To assess the degree of achievement of training objectives

To assess the effectiveness of trainers

To justify the expenses on training

To improve contents/structures of similar future programme

To decide if other persons may be exposed to similar programmes in future

To identify which trainee benefited the most/the least from the programmes

To reinforce important points for trainees

To create advance expectations in the mind of trainees (through pre-test)

To aid learning

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What should be evaluated?

The Training

Usefulness of subject matter

Methods of presentation

Involvement of trainers

Resources

The Trainer

The Administrative System

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Questions

Did the trainees achieve the objectives set for the

course?

What did the trainees think of the course, the

organization, the training?

What improvements can be made to the course

design?

How efficient is the administration system?

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Effective Evaluation

Link course objectives, teaching methods and evaluation strategies

The cost of evaluation should be reasonable to the cost of the programme being evaluated

The timing of every evaluation should be administratively convenient for all person who will get involved in the exercise

Every method used should be;

Reliable by consistently indicating a trainee's degree of learning

Valid by measuring the extent to which learning objectives have been achieved

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Stages and Methods of Evaluation

Stages

1. Reaction or training level

2. Immediate outcome or learning level

3. Behaviour or intermediate outcome level

4. Functioning or ultimate outcome level

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1. Reaction or Training Level

Method

Observing the interactions of trainees

Trainees reaction to training – their opinion and

attitudes to

The trainer

The method and style of presentation

Usefulness and interest in the subject matter

Participation/involvement

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A more Comprehensive Approach13


…Reaction or training level

Benefit

Indicate parts of programme trainees enjoyed

Indicate parts of the programme, which require improvement

Enables trainers improve on course content /method

Problems

sometimes unreliable

Some trainees can influence others

Some trainees develop prejudices, which influence their assessments

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…Reaction or training level

Solutions/How to Overcome Problem

Determine what you plan to find out

Use comment forms

Make forms anonymous

Design forms so that stated reactions can be easily

tabulated and quantifies

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2. Immediate outcome or learning level

Evaluation at the end of training to determine the amount of learning acquired by trainees

Method

Questionnaire or tests

Course review form

Supply missing items

True or false

Multiple choice

Benefit

Helps trainee to identify areas of training needs

Helps trainer determine effectiveness and efficiency of method/style

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…Immediate outcome or learning level

Problem

It does not indicate trainees ability to use or apply

knowledge in everyday life


Evaluate skills practically and by role play

Engage! Engage!! and Engage!!!

One minute check with your neighbour after every

critical learning point is delivered

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3. Behaviour or intermediate outcome level

Purpose: to find out something after training whether or not a trainee’s knowledge, skills or behaviour has changed

Method: Appraisal of on-the-job performance on a before-and-after basis

Appraisal or on the job performance by one ore more of the following;

Trainees

Trainee’s superior(s)

Trainee’s subordinates

Trainee’s peers or neutral persons familiar with job

Observation

Feedback forms

Comparison of trainee’s performance with that of control group (those who did not receive training)

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… Behaviour or intermediate outcome level

Benefit

To know if training had impacted on the trainee within the

established evaluation period

Helps to justify (or otherwise) of training expenses

Helps determine the expertise or otherwise of the training

company

Problem

Determining an appropriate evaluation period

Training Company Vs Trainee?

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… Behaviour or intermediate outcome level


Determine minimum standard of behaviour

Determine trainee’s level of behaviour before training to

establish benchmark against standard

Determine gap between expected and actual level of

behaviour

Communicate findings to employee (trainee) and document in

appraisal file

Monitor performance after training

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4. Functioning or ultimate outcome level

To measure the effect of trainee’s job behaviour on

his/her productivity

Methods

Check for cost reduction

Review profitability attributable to trainee

Increase in quality

Reduction in the number of defects/rejects

Reduction in the amount of complaints

Productivity as a result of the multiplier effect on the team that

works directly with trainee

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Exercise – Discuss for 5 minutes22


…Functioning or ultimate outcome level

Benefits

Helps justify investment in training

Helps in corporate and business strategic planning

Helps training professionals in TNA

Problems

There are often no comprehensive alignment at the onset between training

objectives, actual outcome and actions/remedial actions

Trainers often lose what is learnt due to work environment and non

availability of opportunity to practice what is learnt

Trainee did not approach training with the ultimate objective but rather tee-

off as a way to get away from the office, earn estacodes, etc

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…Functioning or ultimate outcome level


Linking TNA with Evaluation

Ensure trainees have IPD plan

Align IPD with Corporate goals

Evaluate! Evaluate!! And Evaluate!!!

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…Functioning or ultimate outcome level25


Exercise – 5 minutes – Break into groups

You have just finished training a group of 219

students on character education in the 21st Century

for 3 hours

Develop a one page post training evaluation form

to determine the effectiveness of your training. It

should encompass key aspects of the programme.

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Conclusion

A Practical Definition

What Gets Paid for Gets Measured and

What Gets Measured Gets DoneAnonymous

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Evaluation Lesson 101:

Please adapt and label the three stages above as it relates to assessment and evaluation

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Learning assessment and evaluation

Technology

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