LEARNING ASSESSMENT AND EVALUATION Akeem Akinfenwa Chief Learning Officer Purdue Centre for Management Development, Shangisha, Lagos April 30, 2014 Financial Literacy for All @
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
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
Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
A more Comprehensive Approach13
Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
…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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
…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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
…Immediate outcome or learning level
Problem
It does not indicate trainees ability to use or apply
knowledge in everyday life
Solutions/How to Overcome Problem
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
… 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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
… Behaviour or intermediate outcome level
Solutions/How to Overcome Problem
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
Exercise – Discuss for 5 minutes22
Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
…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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
…Functioning or ultimate outcome level
Solutions/How to Overcome Problem
Linking TNA with Evaluation
Ensure trainees have IPD plan
Align IPD with Corporate goals
Evaluate! Evaluate!! And Evaluate!!!
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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
…Functioning or ultimate outcome level25
Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
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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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
Conclusion
A Practical Definition
What Gets Paid for Gets Measured and
What Gets Measured Gets DoneAnonymous
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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD
Evaluation Lesson 101:
Please adapt and label the three stages above as it relates to assessment and evaluation
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Financial Literacy Train the Trainers Workshop – April 30, 2014 @ CMD