Formative evaluation.2
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1) The online Excel training course was relevant to employees' learning needs and the quality of video and audio instructions was satisfactory. 2) While the instructions were long, the Bangla dubbing helped trainees understand and learn the material. 3) Trainees were enthusiastic about the new online learning approach but needed more time to adapt to it since it was their first online course. 4) Overall the course design was good but could be improved by adding an introductory adaptation week and including examples for practice.
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REQUIREMENTS:
POSSIBLE
ACTUAL
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20
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20
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20
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10
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10
TOTAL
130
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Job Description
Janquetta Wright
BUS303: Human Resources Management (BFM1739B)
Maria Kithcart
October 10, 2017
- 1 -
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3. The training objectives which are to evaluate school progress and support teacher professional development and learning in 7 domains outlined in the Professional Standards for Teachers.
4. Target outcomes including understanding educational programs and projects, continuous professional learning, mid-year performance review, assisting all student types, and connecting teaching to learning outcomes.
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Continuous Assessment/Testing Guidelines Summary
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This document discusses strategies for designing effective training programs. It addresses determining training needs, identifying learning objectives, developing content and sequencing, selecting appropriate delivery methods, allocating resources, and evaluating training impact. The key points covered are: conducting a needs assessment; framing specific, measurable, achievable, relevant, and time-bound objectives; developing content across cognitive, affective, and psychomotor domains; choosing methods related to trainee needs; allocating time and budgets; and measuring performance change and application of skills. Attention is given to making abstract concepts concrete through active learning techniques and facilitating social learning.
Edtl 506 – final project
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This document discusses the resources available in an online learning environment for a course. It describes the course syllabus, which outlines the structure, content, learning activities, evaluations, and required readings. It mentions that the agenda is important as it indicates activity dates and weights. It also describes forums for group presentations and contributions, as well as an area for individual student work. Finally, it discusses aspects of synchronous and asynchronous support and evaluation of learning through observations and interactions between tutors and students.
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Formative evaluation.2
- 1. Course Content: Instructional goal with Performance context Were the written instructions easy to follow? Due to very long instructions it was not very easy to follow. How relevant were the skills to the learning needs of the employees? Highly relevant. Was the quality of the video tutorial satisfactory? Yes. Did you find the auditory instructions sufficient? Yes. Was the Bangla dubbing useful or adequate? Yes (Bangla dubbing was nice and helpful). Were the prerequisites and technology requirements listed at the beginning of the project complete and adequate? Yes Were there any other tools necessary to complete the course that was never mentioned? No Were the learned skills relevant of to workplace needs of the learners? Yes How has this training helped the learners gain knowledge? Has it improved their job performance? It was a new exposure in their lives. The new learned skills have prepared them with more confidence in workplace. It has also created speed in their correct work execution. Please list some aspects of the content of the course that if changed, could improve learner participation and help them learn better. Training contents were suitable and appropriate for the learner’s needs. We may be able to add new topics for next training. For example: pivot table, graph, v-look up table, watermark in excel, add link between sheets, create macros, remove duplicates etc. Course Design: Did you feel that the time allowed to complete the course was enough? Did the learners feel rushed? We felt that the time constraints very much hampered the appropriate delivery and proper execution of the training. Majorly because online learning was simply a new learning approach for the trainees and they just needed more time to complete the course. Was the overall design of the course satisfactory or was it up to your expectation? As I have participated many online courses from different world-class universities, I think overall design of this course was satisfactory. Overall, How would you rate the design of the course? In case of design rating, I would say it was good (not average or not very good).
- 2. Please list some aspects of the design of the course that if changed, could improve learner participation and help them learn better. 1. Keeping 1st week for adaptation with Online course. 2. Giving some demo items for practicing. 3. Explanation for right answers (why right or wrong). Learners: Did the management select the learners? Yes. Have the learners had a formal training in the past on excel 2010? No. Did the SME have to explain the specific goal and course outline to the Target audience? Yes. How much instructor assistance did the learners need to complete the course? SME had to support the learners to understand the English instructions. Please list some characteristics of the learners that were or were not conducive to carrying out this training. 1. Trainees are ready to learn new things 2. Trainees are ready to be challenged with new skills. 3. Trainees are adapted to general computer operations What was learner’s attitude towards the content and potential delivery system and were they adaptable for the new delivery approach? Learners were enthusiastic about content and delivery system. At the beginning of the course they had doubts about whether or not they would able to complete the course or not since this was a new learning approach. Gradually they adapted and learned very well. Do you think that the learners were comfortable with the online training setup? Was it a generally positive experience for them? Trainees felt proud to involve in a first time online learning experience. It had created positive experience about online, self-taught courses. Do you feel that employees are ready for fully online courses? If not, why not? No. Hybrid course is more suitable in this setting. Reasons are as below: 1. New learning approach (cultural shock). 2. Learning setting is not fully ready with high speed Internet connection setup. 3. Learner’s limitation in fluency in written English language. Physical aspects of the Instructional Site: Was the training site compatible with the instructional requirements? Yes. Had the learning site been provided with all the necessary tools as Yes.
- 3. described in the training requirements? If not, why not? Were there any learning site constraints that affected design and delivery of the course? Not at all. Were there any distractions during the training? Participants needed to pay attention (over phone) for routine work. Social aspects of the site: Were there any social limitations in completing this training (such as: lack of support from co-workers)? Not at all. Were the learner’s attitudes towards the training organization positive and adequate? Sufficiently positive attitude. Managerial support: Was management in support of providing the employees with this training? Very much supportive. Would you like to see the admin supporting more employee trainings like this in the future or do you think that the management would like to see employees do self-teach from online training courses like this? Nowadays online education may be new era in human resources development. Online, self-taught training is INEVITABLE in corporate world. Therefore, the administration must stress on more support for virtual learning & development activities for improved employee efficiency. The management is looking forward to set up more of these online self-teaching courses for the employees.