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Excellence Inside A Learning Solution - Implementation & Evaluation

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A great learning option would be not just one the perfect solution in a perfect world it's the one that meets the company need and offers the results - inside the given parameters.

A great learning solution is not complete simply because it's been developed.  Still it must be effectively implemented, integrated along with other organizational initiatives and evaluated for effectiveness. Therefore this short article clarifies the 5th and sixth area - Delivery Implementation and Evaluation.

Delivery / Implementation

Every solution should be piloted on representatives from the audience before full implementation.This can highlight any Learning disability support that should be made, and can ensure against pricey mistakes for example on-line modules that do not run, sections that are ambiguous or confusing, incorrect assumptions, surprise problems that effect on the answer, or inappropriate or ineffective techniques or exercises.

A great solution may also offer consistency during implementation or delivery, through things like train the trainer, manager's briefing sessions, training or coaching guides, and support tools which present exactly the same key messages or information.  The answer might also require monitoring and reporting systems.

Evaluation

Lastly, it should be capable of being demonstrated that this can be a learning solution of excellence.  It is really an area that's missing from a lot of learning solutions, despite the amount of articles written about them. 

I've come across learning solutions that appear to be great and seem to be instructionally seem within themselves, but either they are not evaluated from the business and gratification objectives, or otherwise evaluated whatsoever.  Just how will it often be known when the purpose continues to be achieved?

An easy and helpful help guide to showing the potency of a learning option would be (an altered form of) Kirkpatrick's four amounts of evaluation.  A fast overview of what's expected when it comes to evaluation from your excellent option would be the following:

Participant Feedback

This really is a couple of page feedback sheet which requests participants' comments and ratings (quantitative and qualitative) on their own chance to learn and easy learning, materials and tools, training or coaching style, and other associated issues.  All feedback sheets could be collated and reported as a listing of comments and graphed ratings.

I disagree with individuals that decision these "happy sheets".   When well-designed, these may provide great insight for improving the learning offering.

Competence

Competence checks should be designed to prove the performance outcome as well as every objective, although replicating the actual performance context so far as possible.  Generally 100% competence is needed, not education's traditional percentage pass mark.  The potency of the answer could be measured (presuming the competence assessment applies) by a listing of what degree of competence is achieved overall.

Performance At Work

Performance at work could be measured in an individual or team level.  In certain situations for example contact centres, these measurements are inbuilt through call monitoring and evaluation, call statistics etc.  In other situations, critique or observation forms might need to be produced, regular or random work checks can be created, or productivity and error rates could be monitored.  Just how at work performance is measured is proportional as to the performance effects were specified, and just how that performance could be monitored.

Business Objectives

Harder, but many useful for showing Return on investment and effectiveness from the solution, may be the resulting effect on the company objectives.  Frequently it's difficult to isolate the outcome of only the learning solution as, if it's supporting a proper initiative, you will see other initiatives implemented simultaneously. 

Another complication is the fact that sometimes the organization hasn't collected the required data prior to the implementation from the solution so there's no benchmark by which to check the brand new results.  However any factors or business statistics that'll be predominantly influenced by the answer provides the right place to begin.