Event Details
Training measurement and evaluation is both an art and a science. In this comprehensive certification program, participants will delve into the planning of assessing the value of learning initiatives using the Learning Measurement Plan (LMP). Through a blend of theoretical insights and practical applications, learners will uncover the significance of training evaluation within the training cycle, categorize data sets based on Kirkpatrick's Four Levels of Evaluation Model, and learn about the types of information that goes into creating insightful training evaluation reports.
Our course methodology, rooted in andragogy theory and bolstered by best practices in virtual facilitation, ensures an engaging and effective learning experience. Whether you're a seasoned professional seeking to refine your skills or a newcomer eager to learn more impactful training measurement, this program equips you with the tools and knowledge needed to excel in the field of talent development.
Terminal Objective
Terminal Objective: At the end of this program, participants will measure the value (costs & benefits) of a learning program using the Learning Measurement Plan (LMP).
- Learning/ Enabling Objective: Relate the significance of training evaluation to the training cycle.
- Categorize common data sets according to the 4 levels of evaluation.
- Map the outcomes of a learning program using the LMP.
- Present the value of your chosen program using a training evaluation report.
Target Participants
Trainer or senior trainer familiar with the training cycle and processes. About 1-2 years experience in a training delivery and management environment. In a space where to improve as a learning professional, he/she is now being asked to measure learning outcomes. Training manager, internally promoted, not necessarily possessing an academic or prior background in workplace learning management. Was promoted based on performance as a facilitator and a supervisor. Not always able to secure a budget or opportunities for her or her team's development so has to be mindful about ensuring she can prove the value of attending this program.
Trainers and training officers of government agencies or traditional Filipino corporations looking to upskill their current staff and improve processes. May have been working in the corporate learning space or the company for decades. While hungry to learn and improve, there is a tendency to be challenged and overwhelmed by how much effort is needed to affect change and to reverse the mindset of 'this is how it's always been done'. Young professionals (content creators, instructional designers) are sent by their companies to be well-rounded in the training cycle, especially evaluation, as part of their development plan. Most of the content may not be relevant to their day-to-day work but may provide better output with the added perspective.
Goals / Need/ Pre Requisite
Reads up and studies but needs a more tangible and relevant sample to work from. Possibly working with stakeholders who know what they want, but not necessarily how to do it.
Needs to be able to present to business owners the clear link between learning outcomes and business impact. She may also likely need to cascade what she learns to a degree that others can assist in the execution
Need to convert what they learn and know into practical steps, and a concrete plan to execute. Pain areas may include a lack of data sources or even tools to gather data, as well as convincing others such as their leaders to implement change.
The pain point here is they may not have enough experience to contribute to discussions or group work. Most people in this role work separately as a function and are not necessarily knowledgeable about operational needs, so maybe disconnected from means of collecting data to support evaluations.
