Performance-Focused Learner Surveys Overview

Learner survey results show that a significant portion of participants still struggle with the concepts taught. = Alarming Learner survey results indicate that most participants feel comfortable applying their newly acquired knowledge. = Acceptable Learner survey results reveal that many participants demonstrate a partial understanding of the concepts. = Unacceptable Learner survey results highlight that participants possess a deep understanding and are fully ready to use the concepts in their work. = Superior

Regular support from a course instructor to help apply learning to the work. = Acceptable Access to job aids like checklists and reference materials. = Acceptable Active support from a manager with resources, advice, and encouragement. = Acceptable Guidance from a coach or mentor in applying the learning to practical situations. = Acceptable

How well do you feel you understand the concepts taught? = Not shown to learners After the course, which of the following supports are likely to be in place for you? = Not shown to learners How would you rate your overall level of satisfaction with the training? = Not shown to learners What specific challenges did you encounter while applying the material to your work? = Not shown to learners

<p>I am still at least SOMEWHAT CONFUSED about the concepts. = Alarming I have a SOLID UNDERSTANDING of the concepts. = Acceptable I AM FULLY READY TO USE the concepts in my work. = Superior I am now SOMEWHAT FAMILIAR with the concepts. = Unacceptable</p> Signup and view all the answers

<p>Learners' managers can provide important after-training supports. = Providing learners with appropriate support after training can enhance knowledge transfer. Job aids can provide important support in helping learners in their work. = Using job aids to help learners apply their newly learned skills can enhance knowledge transfer. Reminders sent to learners after training can produce benefits. = Periodic reminders of key concepts and skills promote knowledge retention and application. Coaches or mentors can provide helpful guidance. = Providing learners with coaching or mentoring can support their learning journey and application of knowledge.</p> Signup and view all the answers

<p>I learned new knowledge and skills from this training. = Learners should feel that they have acquired new knowledge and skills from the training. The training will have a significant impact on (check all that apply): = The training should have a discernible impact on key business outcomes. Regarding the topics taught, how motivated WILL YOU BE TO USE these concepts/skills in your work? = Learners should be motivated to apply their newly acquired knowledge and skills in their work. Using job aids, checklists, or other prompts can be an effective way to ensure you properly apply skills to your job. = Learners should be encouraged to use job aids to support their application of newly learned skills.</p> Signup and view all the answers

<p>Strongly Disagree - Strongly Agree scale. = To gauge the learner's level of agreement or disagreement with a specific statement. Check all that apply. = To gather information about multiple potential impacts of the training. I will NOT MAKE THIS A PRIORITY - I will make this ONE OF MY HIGHEST PRIORITIES. = To assess the learner's level of priority for using the learned concepts/skills in their work. Which of the following are true? = To assess the learner's understanding of the effectiveness of certain strategies for applying learned skills.</p> Signup and view all the answers

<p>A.We did NOT RECEIVE ANY WORTHWHILE job aids, checklists, or similar prompts to direct our on-the-job actions. = Job Aids B.We RECEIVED ONE OR MORE WORTHWHILE job aids, checklists, or similar prompts. = Job Aids C.During the course, we USED ONE OR MORE WORTHWHILE job aids, checklists, or similar prompts in REALISTIC PRACTICE EXERCISES. = Realistic Retrieval Practice D.Between sessions of the course, IN OUR WORKSITES, WE UTILIZED one or more WORTHWHILE job aids, checklists, or similar prompts IN A REAL-WORLD JOB TASK. = Situation-Action Triggering</p> Signup and view all the answers

<p>Self-Efficacy = A sense of personal competence regarding a specific skill or ability Resilience = The ability to bounce back from setbacks and maintain motivation towards a task Belief in the Value of Concepts = Perceiving the content being taught as important and relevant to one's work Situation-Action Triggering = The ability to recall appropriate actions to take in a specific work situation based on training</p> Signup and view all the answers

<p>Remind learners of the learning experience = It's crucial to refresh learners' memory about the training content and methods so they can accurately respond to the survey. Increase learner attention = Avoid long or short surveys, and use descriptive answer choices instead of Likert or numeric scales. Avoid biasing questions = Ensure questions are neutral and don't lead learners to a specific answer, avoiding affirmative statements. Ask clear and relevant questions = Ensure questions are actionable and can be used to improve the training program.</p> Signup and view all the answers

<p>Remind learners of the learning experience = Before survey questions about specific application skills, include a reminder about the key principles covered. Increase learner attention = Instead of asking 'How satisfied are you with the training?', use 'Which aspects of the training were most valuable to you?' Avoid biasing questions = Instead of 'This training improved my skills', ask 'What specific skills did you gain from this training?' Ask clear and relevant questions = Instead of 'How engaging was the training?' ask 'Which aspects of the training made it engaging and effective?'</p> Signup and view all the answers

<p>Remind learners of the learning experience = Enables more accurate and informed responses from learners regarding the training. Increase learner attention = Makes the survey more engaging and relevant for learners. Avoid biasing questions = Ensures the survey results reflect unbiased opinions and authentic feedback. Ask clear and relevant questions = Leads to actionable insights and helps address specific training needs.</p> Signup and view all the answers

<p>Understanding = 'Do the learners understand?' Remembering = 'Will they remember?' Motivation to apply = Are they motivated to apply? After training supports = Are there after training supports in place?</p> Signup and view all the answers

<p>Remind learners of the learning experience = Reduces ambiguity in learner responses. Increase learner attention = Increases the reliability and accuracy of survey results. Avoid biasing questions = Ensures the survey results are genuinely reflective of learner experiences. Ask clear and relevant questions = Yields actionable insights that can be used to improve the training program.</p> Signup and view all the answers

<p>Measure things that matter = Focus on assessing the key aspects of training effectiveness. Four Pillars of Training Effectiveness = A framework for evaluating the effectiveness of training programs. Rules of Survey Design = Guidelines for creating effective and reliable learner surveys. Descriptive answer choices = Provide meaningful and comprehensive answer options for learners.</p> Signup and view all the answers

<p>Remind learners of the learning experience = Failure to do so might lead to inaccurate and uninformative responses. Increase learner attention = Surveys that are too long or too short can deter learners from participating. Avoid biasing questions = Biased questions can produce skewed and unreliable results. Ask clear and relevant questions = Questions irrelevant to training goals can lead to wasted data and resources.</p> Signup and view all the answers

<p>Likert-like response choices = Using scale-based options like 'Strongly Agree, Agree, Disagree, Strongly Disagree' Descriptive answers = Providing detailed and specific answer options for learners. Follow-up learner surveys = Collecting feedback from learners after the initial training experience. After training supports = Mechanisms for continued learning, such as resources or coaching.</p> Signup and view all the answers

Four key aspects to evaluate training: understanding, remembering, motivation to apply, after training support.

The learners' comprehension of the training material.

The ability of learners to recall the learned material.

The learners' desire to use what they've learned in practice.

Resources available after training to help reinforce learning.

Remind learners of the learning experience to enhance survey relevance.

Ensure survey questions do not lead learners towards a specific answer.

Questions must be straightforward and related to the training for effective feedback.

Tools to evaluate if learners applied new material.

Differentiating learner performance levels after training.

Criteria set for response choices in surveys.

Ranges from confusion to expert ability in concepts.

Subtle communications during routine practices.

Direct assistance from management for learners.

Tools like checklists to facilitate learning application.

Assistance provided after training to reinforce learning.

Input from supervisors to support application of training.

Follow-ups sent to learners to encourage skill use.

Potential benefits the training can provide in various aspects.

A type of job aid that ensures tasks are accomplished.

Guidance from experienced individuals after training.

Measurement of how well training meets its goals.

Practicing skills in ways that mimic real job situations.

Tools or methods that help learners remember and use information effectively.

A learning technique using intervals to enhance memory retention.

Continued support post-training to reinforce learning.