Learning Loop QA Evaluation Flashcards
How do you incorporate design that makes evaluation fun for the learners?
Approach it in the same way you would training activities. Make it engaging and add an element of competition. If there are uncertain rewards for the learners for getting the right answers, they will be more engaged.
What is the difference between evaluation and assessment?
Evaluation is the whole process of determining whether the learning is adding value.
Assessment is a part of that process which involves the learner and determining if they have learned what they needed to. Assessment can be informal or formal. It can involve the whole group or individuals.
Name 7 fun ways to assess the knowledge levels of your learners
- Wordsearch
- Quiz
- Quick fire Q&A
- Get them to set their own questions and in teams answer them
- Poster
- Crossword
- Collage
Name 7 fun ways to assess the skill levels of your learners
- Act it out
- Scripted role play with rewind, pause and play buttons
- Peer observations
- The quicker they get the more points for their team
- Get them to put together a skills observation sheet and use on each other
- Video each other
- Time each other and have a “Top Gear” tyre leaderboard
What is the difference between formative, initial and summative assessments?
Initial assessment is at the start.
Formative is as you go along
Summative is at the end.
Why should you check learners progress as you go along?
Imagine finding out that you lost people on the first morning of a week long programme? Checking progress of the learners can simply be by observation or Q&A sessions. It does not always have to be formal.
You should be thinking about evaluation at which stage of the learning loop?
Start with the end in mind said Stephen Covey. If you think of evaluation as being at the back end, it will always be a rushed job. Consider carefully the outcomes you are looking for, for the learners, the stakehoders and the organisations. Ask yourself “Why bother?” and “What if we did not do this?”. You need to be clear about the effect of the learning and also the actual needs.We should be thinking about evaluation at EVERY stage. Is the design going to achieve the outcomes? Is this delivery going to achieve what we set out?
For Kirkpatrick’s model, list 5 methods for evaluating at level 1
- Confidence ladder
- Refelctive journal
- Video testimonial
- Flipchart exercise
- Follow up phone call
- Evaluation sheet
- Temperature check sheet
- Survey monkey
- Post-it exercise
- Download an app
For Kirkpatrick’s model, list 5 methods for evaluating at level 2
- Case study
- Puzzle
- Role play
- Word search
- Crossword
- Simulation
- Game
- Quiz
- Teach back
- Brainscape
For Kirkpatrick’s model, list 5 methods for evaluating at level 3
- Appraisal review
- Fewer complaints
- Increased productivity
- Coaching/mentoring
- Supervision
- Buddy system
- Observation
- Mystery shopper
- Action Learning Set
- Line manager review meeting
For Kirkpatrick’s model, list 5 methods for evaluating at level 4
- Departmental complaints
- Customer ratings
- Cost of production
- Recruitment costs down
- Lower labour turnover
- Increased employee satisfaction
- Increased sales
- reduction of costs
- Increased profits
- Reduction in accidents
How do you know if the training has gone well?
You need firstly to get a sense of what you are trying to achieve. If you have clear objectives, the assessments should be straightforward and you should be checking prgress as you go along. Watch out for body language, enthusiasm for learning (asking for further reading) and facial expressions. Take care not to read too much into every nuance of body langauage.
How will you measure the success of filling the learning gaps?
Depends on the objectives. This should be determined at the start when you do the needs analysis.
Name those people who want to know if the training has gone well?
The facilitator, the learners, their line managers and the stakeholders. Also head of L&D and CEO
What part do the stakeholders play in evaluation?
They are key to this helping set organisational goals, part of the needs analysis, supporting learners back into the workplace with the new learning and measuring the success.
