understanding of the purpose and practice of evaluating Learning and Development (L&D) activities,
Part A (AC 1.1, 1.2) (500 words)
Write a report of about 500 words that demonstrates your understanding of the purpose and practice of evaluating Learning and Development (L&D) activities, and that explains the points below. Use your own organisation, or one that you are familiar with, as an example.
? 2 key reasons for evaluating L&D activities. (AC 1.1)
? Kirkpatrick’s model of the different levels of evaluating L&D activities. (AC 1.2)
? Different approaches (methods, timing, evaluation strategies) of evaluating L&D activities. (AC 1.2)
You should also include 3-5 references from up-to-date and relevant sources in order to support your findings. Please ensure that all reference sources are acknowledged correctly within the text and on a reference list provided.
NAME: COHORT: LDF 11D
COMPANY: Yahsat WORD COUNT 626
Q1: In Yahsat should ensure that the quality of training is on par with the company’s goals & objective. After a training course is conducted, we must guarantee that the participants have gained the knowledge that they needed in a clear & arranged. Evaluating training will assist in answering the below questions:
• Improve ability of L&D team to relate inputs to outputs: invest a lot of time & effort in choosing the right course with the right provider in order for the staff to take the most knowledge & incorporate it onto their daily work.
• Closer integration of L&D & organizational objectives: currently working with management of a specific Technical Unit to certify a number of key engineers in order for them to complete new requirements within their unit.
Q2: In Yahsat the training programme resulted in increased productivity, higher profits, & greater sustainability.
• Reaction: short term assessment & trainer opinion, facilities, methods, content, duration & relevance of the program, Evaluation forms & meeting with the employee to get an idea on how they feel about the training.
• Learning: knowledge & skills learned during the program that can be applied practically, & measured through examinations & projects to demonstrate the benefits that the learner has obtained from the course.
We test the employee by having them present to only concerned staff on what they’ve learnt from the training.
• Behaviours: change on the job performance which can be credited to the program, Exp. observation, project work, appraisal, performance review meetings & performance management process, is measured within the performance appraisal to confirm if the training is applied at work.
• Results: effect on organization, behaviour changes, Exp. cost saving, output & quality improvements can be measured by how much more the learner improved after attending the training course event it shows that the course is effective, having one of our employees becomes a Subject Matter Expert in order to train the needed employees on a specific skill.
Q3:
? Pre- Programme: In Yahsat’s, the steps fall under the RFP process where we evaluate the content of the course, instructor’s resume, cost of the training. When it comes to the venue being in-house, we check with the concerned team to ensure everything is set up & prepared.
? In-Program: effectiveness of the learning experience during the program can be measured by ensuring that the learner understand & satisfy with the course & the instructor. Course must be relevant & the objectives must be met.
? Post- Program: confirm that the course has met the learner’s objectives, discuss with their managers to take notes of what can be improved, using learners & instructor assessment form that assess the participants on an individual basis, help on how the learners performed during the course, to gauge their participation & level of interest.
? Job Performance: Shows the difference that made to the learners on job performance. Skills that employee has gained during the course help them in performing better; or employee might need further training to increase their performance, L&D team developed the IDP. We track if the objectives of the employee have been met during a course of one year; helps to understand whether the employee would need further training on a specific skill /if they’re within the needed level.
? Organization Performance: if the training has assisted the organisation in achieving their goals & objectives, Exp. if a technical course has increased production & efficiency. This is where we can gauge how much has the course contributed to the organisation as a whole & to decide if this was a successful investment /not, In Yahsat’s, being a technical satellite company, we have supported the Satellite Operations Team in arranging technical-related courses in order for them to achieve their department goals.
References:
Q1. As specified on page 4 & 5 of Workbook Unit 3ELD Section, and based on my internal discussion with the Yahsat Talent Manager and L&D Senior Officer
Q2. As specified on page 5 & 6 of Workbook Unit 3ELD Section, and based on my internal discussion with the Yahsat Talent Manager and L&D Senior Officer
Q3. As specified on page 7 & 8 of Workbook Unit 3ELD Section, and based on my internal discussion with the Yahsat Talent Manager and L&D Senior Officer
Part B (AC 1.1, 1.2, 1.3, 2.1, 2.2) (1,000 words)
Write a report of about 1,000 words that demonstrates your understanding of the factors to be considered when planning a Learning and Development (L&D) event, and that demonstrates you know how to promote an L&D event. Use your own organisation, or one that you are familiar with, as an example. Explain the points below:
? The differences between types of L&D event (AC 1.1)
? The main logistical, legal, and financial factors to be considered when planning for different L&D events (AC 1.2)
? The main responsibilities of L&D event organisers (AC 1.3)
? How different audiences are targeted for different L&D events (AC 2.1)
? The use of different communication methods and materials for promoting learning and development events (AC 2.2)
You should also include 3-5 references from up-to-date and relevant sources in order to support your findings. Please ensure that all reference sources are acknowledged correctly within the text and on a reference list provided.
NAME: COHORT: LDF11D
COMPANY: Yahsat WORD COUNT
Part B. (AC 1.1, 1.2, 2.1, 2.2. 2.3)
Write a reflective statement of about 1000 words, relating to Part a Practical assignment, in which you explain:
• how you ensured your own capability and readiness to deliver the activity (AC 1.1)
• how you ensured the availability of space, equipment and resources for the activity (AC 1.2)
• the physical and psychological features of a ‘positive learning environment’ (AC 2.1)
• how you prepared the physical environment for learning that is safe and healthy and which supports the learning activity (AC 2.2)
• how communication and training techniques are used to put learners at ease and help overcome individual barriers to learning (AC2.3)
• your reflections on the effectiveness of your skills in delivering an L&D activity
If you include references in order to support your findings, please ensure that all they are acknowledged correctly within the text and on a reference list provided.
NAME: COHORT: LDF 11D
COMPANY: Yahsat WORD COUNT 1,061
Q.1-
? In order for an L&D specialist to be able to deliver an activity readily, he/she must already have the Learning Needs Analysis (LNA) prepared as well as the design of the activity itself.
? The things to work on are as follows:-
o The L&D Specialist must know their learners and their learning requirements. There are three levels of customers that the L&D team have which are:- Organizational Level LNA (which mainly consists of the senior management team), Occupational Level LNA (which comprises of the team and departmental managers) and finally the Individual Level LNA (which refers to the learners themselves)
o Learning Objectives (which must be SMART objectives)
o Learning styles which incorporate the following:- Experiential Content (ice-breakers, INTRO, case studies etc.) Theory Content (the content must relate to the needed learning objectives) Opportunities for reflection (thinking, listening, reading etc.) and Action Planning
o Assessment and evaluation (which includes Kirkpatrick’s 4 levels: reaction, learning, behaviour and results)
o Timing of the activity (total duration of the activity from start to finish, breaks)
In the end, the L&D specialist must lead the learners through the content of the activity so that the learners take responsibility for using the content and applying it themselves.
Q.2-
With regards to ensuring the space, equipment and resources of the L&D activity, we need to consider the following:-
• Rooms and areas- At Yahsat, we have 2 training rooms one specifically for a large group, a smaller room for a more private session as well as a foyer to serve the needed refreshments. The main training room is usually in a U-shaped arrangement in order for everyone to focus on the instructor and screen up front. As well as open-space in the middle of the main training room to go through team exercises and the like.
• IT equipment- At Yahsat, we usually have the instructor hook up their laptop to the wifi as well as to the projector to screen their presentation.
• Presentation equipment- At Yahsat, we ensure the facilitator hooks up to the projector and screen and the instructor would also have a clicker or pointer at hand to move freely away from the laptop and connect with the learners. Another item we use is flipcharts and tape to stick the flipchart papers to the wall.
• People- Although the most conventional training should have a ratio of 12 learners to one trainer, at Yahsat we’ve managed to have 15 participants take part and absorb the sessions well.
• Learning materials- The learners at Yahsat usually receive the materials on the day of the session which consists of paper copies of the workbook, slides and other handouts.
• Food and drink- Unfortunately at Yahsat it’s the refreshments that take more attention during an L&D activity so we ensure to choose and order the items in advance in order to be prepared.
• Facilities- at Yahsat, we liaise directly with the security team to make sure everyone understand the security guidelines and with the facilities team to make sure the temperature is just right among other items.
Q.3-
The L&D team must ensure that the physical environment for the learner is safe and healthy and supports the learning activity.
• Positive Learning Environment (physical) – At Yahsat, the main training room facility is a healthy space with natural sun light and good air conditioning, and also includes a foyer for refreshments. It also has emergency instructions and 2 indoor exits and 1 outdoor exit.
To go with the current times, Yahsat is looking into new L&D technology and equipment to ensure the facilitator really connects with the learners.
• Positive Learning Environment (psychological)- In order to have learners feel welcome, you need cultural sensitivity to their needs and expectations. Because Yahsat is a small company comprising of less than 200 employees, we maintain this sense of family and respect in everything that we do; this especially applies to learning & development activities. Yahsat truly practices being tough on problems but soft on people; and emphasizes inclusion and comfort as well as celebrating and reinforcing diversity and equality of opportunity, minimising discrimination and harassment of learners.
Q.4-
At Yahsat, we make sure to first have the in-house training activities take place in a span of 1-2 days in order to cover the needed topics of the training session and not lose the learner’s interest as well as to accommodate the leaner’s hectic and busy schedule.
We also made sure to budget for a number of sessions to take place in an external hotel venue in order for the learner to leave the everyday office environment and undergo a different experience. Of course, when in an external environment, the Yahsat L&D team makes sure that the learner understands the security guidelines and emergency procedures. Also we always have one of the L&D team present to constantly ask the learners if everything is to their satisfaction and if their current needs have been met.
Q5-
The following points need to be addressed from the opening of an L&D session:-
• Use pen friendly communication styles- such as smiling, listening, positive language, open questions and encouraging participation from all learners (especially from the most quiet participants)
• Use welcoming words and visuals: Culturally-sensitive and appropriate imagery
• Ensure learners have the information they need such as- international and jargon-free language, tables, bullet point lists and other simple written formats and consistency and repetition of all technical and unfamiliar terms
• Facilitate interaction between participants instead of presenting everything by the instructor
• Use learners’ names
• Ask participants to interview and present to each other among other activities
• Encourage learners to consider state and record their learning objectives and ground rules as early as possible in order to later have the facilitator discuss this and regularly refer to them.
• Having a ‘buddy system’ is one of the best ways to have even the quietest participants interact with everyone in the session because it requires them to partner with someone to get a task completed.
• Recording everything and having it accessible for the learners to have.
Q6-
Our reflections on the effectiveness of our skills in delivering an L&D activity are quite positive because it’s such a personal experience for the small L&D team of three employees. And given that Yahsat is such a small company, it’s easier to address the customer’s concerns directly with what they’d want to see in a training activity.
References:
Q1. As specified on page 4 of Workbook Unit 3DEL Section, and based on my internal discussion with the Yahsat Talent Manager and L&D Senior Officer
Q2. As specified on page 4 & 5 of Workbook Unit 3DEL Section, and based on my internal discussion with the Yahsat Talent Manager and L&D Senior Officer
Q3. As specified on page 6 of Workbook Unit 3DEL Section, and based on my internal discussion with the Yahsat Talent Manager and L&D Senior Officer
Q4. As specified on page 6 of Workbook Unit 3DEL Section, and based on my internal discussion with the Yahsat Talent Manager and L&D Senior Officer
Q5. As specified on page 6 & 7 of Workbook Unit 3DEL Section, and based on my internal discussion with the Yahsat Talent Manager and L&D Senior Officer
Q6. Based on my internal discussion with the Yahsat Talent Manager and L&D Senior Officer
