Tell me and I forget. Show me and I remember. Let me do and I understand - Confucius

2010-02-24T15:56:00.000-08:00

No two people learn alike and the same is true of learning mediums. There are different learning strategies used to training people and there are different learning mediums used to deliver the training. Learning strategies may consist of practice with feedback, social software, adaptive instruction, and simulation. A medium doesn’t have anything to do with speaking with the dead, it is the delivery platform or how the learning is transferred. Types of delivery platforms are: CD-ROM, web-based, instructor-led, or virtual classroom (WebEx).

Learning strategies vary based on the delivery platform. It’s important to align an organization’s learning strategies to workplace competencies and mission goals, and then design the appropriate performance-based training solution.

Our solutions consultants provided these types of strategies and solutions for a wide variety of clients. For GMAC Homecomings we provided learning strategies such as adaptive instruction and simulations and delivered on a variety of platforms including an LMS, a marketing portal, and facilitated learning session. Volkswagen turns to us for their performance support solutions. The LPS Group provides a performance support portal which is used to access job aids, technical updates, and alluring marketing presentations. These learning solutions may be web-based or desk-top published and delivered as a PDF.

All these solutions are provided with the understanding that instructional methods support the content, but how the learning is delivered must guide learners to comprehend the knowledge and/or skills.

To evaluate or not to evaluate that is the question

2010-02-23T12:43:00.000-08:00

The best way to make sure your training solutions have done their job is to evaluate it. Every year, for the last five years, we've assisted the IRS with improving their VITA/TCE training program by using an evaluative approach.

In order to identify any performance problems or issues post-training, a three-level evaluation approach has been implemented based on a training-industry standard, the Kirkpatrick Levels 1, 2, and 3. Both online and paper-based Level 1 evaluations measure students' reactions to the training program. The Level 1 survey is distributed to students immediately following the training. The online version of the Level 1 survey may be viewed by clicking http://irs.linklearn.webtechteam.com/VRPP_1/.

Kirkpatrick's Level 2 assesses the extent to which learners have advanced in skills, knowledge, or attitude upon completion of the courseware. This level is achieved by reviewing the certification test results in order to identify patterns, such as frequently missed questions.

To measure the transfer of learning, the team then created a Level-3 evaluation. This evaluation uses a task/competency scale of 1 to 5 to rate proficiency based on key learning objectives. This evaluation is administered to the tax volunteers when the period concludes in April. Key trends are reviewed and all comments are analyzed to determine how improvements may be made for the next tax year.

Learning & Performance Solutions Group

Tell me and I forget. Show me and I remember. Let me do and I understand - Confucius

To evaluate or not to evaluate that is the question