Every organization needs to use learning and development to impart technical skills, identify employees’ learning needs, design and deliver training activities, and ultimately evaluate the results. HR professionals can specialize in L & D, which involves improving the competency of the workforce.
A key element of 3ELD is understanding the reasons and approaches underlying evaluating the learning and development activities. If L & D evaluation is not done, the employer may continue to have weaknesses and miss out on opportunities for improvement. Discover how to evaluate learning and development activities by reading this article.
What is the Expected outcome of 3ELD?
It is essential to understand what your tutor expects you to achieve in the 3ELD. Additionally, the concept here provides a glimpse of how you should answer the questions. Upon completion of this course, you will be expected to: respond in a manner that demonstrates mastery of the following concepts:
- Understand the purpose and practices of learning and development professionals.
- Identify and collect the information necessary to evaluate the L&D activity.
- Present the findings from the evaluation as well as recommendations after analyzing the data.
Developing a thorough understanding of the above-stated learning and development concepts is required. However, you need to provide specific answers in your responses.
Here are a few recommendations that will assist you in completing your 3ELD, but you can also get our customized service.
Activities in 3ELD
In general, you will complete two activities, each of which has a subsection. In activity 1, students will learn about the theories and practices behind evaluating L&D practices.
Activity 2 requires you to demonstrate your ability to evaluate using different skills. There are five subsections in which you will respond. This section will require you to evaluate using a variety of approaches.
Critical reasons for evaluating Learning and Development Activities
As part of your explanation, you should explain your reasoning behind evaluating learning and development activities. If you want to pass this section, you need to provide at least two reasons. First, the evaluation of learning and development should be based on learning needs. As such, you should base your evaluation of learning and development on the learning needs.
Customer satisfaction, continuous improvement, and compliance with regulatory requirements are some answers you can provide. The evaluation of the L & D activity can improve customer service by gauging customer satisfaction. Additionally, such training should be aimed at ensuring compliance with regulatory provisions.
Different Levels and Approaches to Evaluating L & D Activities
L&D is evaluated by various levels, which are well explained based on various theories. According to Kirkpatrick’s model, a person’s behaviour, learning, reaction, and results are all interrelated. In the reaction phase, there is an opportunity to determine thoughts and experiences from the training.
There is also a second level of evaluation learning, which should be composed of both knowledge and training experience. Finally, as a third level, behavioural improvement and change should be included. Based on the results, the final level of evaluation is determined.
L & D evaluations differ in type and purpose, depending on what is being evaluated. Evaluations can be classified into two types: formative evaluations and summative evaluations.
Criteria for Evaluating a specific Learning and Development Activity
It is impossible to assess how well the training program achieved its intended purpose if the organization undertaking L & D does not properly evaluate the training activities. A proper evaluation must be based on the following criteria:
- An assessment of participants’ reactions
- The level of change in knowledge and skills of the participant.
- Participant attitudes changed as a result of L&D
- Observable improvements in job performance
- Performance changes in organizations
In addition to improving individual performance, L&D should improve the organization as well. Furthermore, the range of criteria encompasses both subjective and objective criteria.
Information required for the Evaluation and Appropriate Methods
To evaluate L & D, you need to collect the information using the appropriate method. Depending on what is being assessed, the type of data could be qualitative or quantitative. In this regard, different data collection methods can be utilized for a proper evaluation: document analysis, surveys, and interviews, as well as observing and collecting data from focus groups.
It is essential to consider the kind of evaluation being conducted when choosing the method of information. For example, it may entail document analysis, which will rely on quantitative data to determine employee performance improvement.
Selecting and Applying Tools for Collecting Evaluation Information
In order to get an evaluation, you will be expected to demonstrate a thorough understanding of the process and your ability to gather information. The first step in selecting a data collection tool is understanding the kind of analysis you will undertake. For example, one can collect data by using a survey, which provides quantitative data, to determine the extent of improved customer satisfaction.
Performing a document analysis can be used to determine if there is a significant improvement in company performance. As a result, you need to show that you can develop test questions or set up interview questions. Financial ratios and other metrics are crucial to understanding how to analyze financial statements.
Evaluating Learning and Development activities is the focus of the 3ELD course. Therefore, it’s essential to understand and have a background in learning and development to pass this unit. Thus, the objective of learning and development is to improve the competency of employees by enhancing their skills and knowledge.
If the L & D is not evaluated correctly, the team leading activities will continue with weak approaches while not taking advantage of the opportunities available. Evaluation approaches determine the tools to use, which in turn determines the type of evaluation. There are numerous methods available, including questionnaires, interviews, observation, and document analysis.