Training Evaluation
The course evaluation for New Staff Technology Training at Bell Local Schools has been designed in a manner based on Coryell’s evaluation (Coryell, 2013). This evaluation allows the learners to communicate the strengths and weaknesses of the training while also contributing to the solutions. It is also a short survey that allows the learners to complete it in a timely manner since the class is only an hour long. The survey provides vital information that will allow the designers to create the most effective and meaningful instruction possible (Mahar et al., 2021).
New Staff Technology Training
This one-hour class will introduce new Bell Local Schools staff to the technology they need to carry out the day-to-day tasks of their job. This class will include an introduction to the school’s email, data platform, and online grade book platform. The new educators hired into Bell Local Schools are predominately new college graduates. A brief introduction to the software along with resources for future reference is all they typically need to find success in this area.
Evaluation Tool
The evaluation tool created for the New Staff Technology Training is based on the evaluation created by Coryell (Coryell, 2013). The evaluation asks the learners to list the strengths and weaknesses of the training as well as rate the meaningfulness of each of the activities in the course. This evaluation tool emphasizes the value the learner can add by problems solving inefficient areas of the training. This method was chosen because the learners are ultimately responsible for their learning (Pätzold, 2011). The effort they put into the training correlates to the results they will receive from it. If the activities are not meaningful to the learners, they will not put forth the energy or effort needed to adequately learn the objectives. Secondly, the survey is a quick way to receive learner feedback with time is scarce. Since the entirety of the training is only an hour, a long drawn-out evaluation would not be fitting for this training.
Conclusion
A well-planned and executed evaluation is critical to the success of a training course. Even the best instructional designers cannot foresee all of the obstacles and inefficiencies that may be presented. With the help of the learners, the course can become a powerful tool to convey new information, behaviors, or skills to the intended audience. Each execution of the training has the potential to add value to the learner’s time in the classroom. The evaluation created for The New Staff Technology Training will hopefully do just that.
References
Coryell, J. E. (2013). Learning on-location: Evaluating the instructional design for just-in-time learning in interdisciplinary short-term study abroad. Journal on Excellence in College Teaching, 24(2), 5-31.
Mahar, S., Akram, M. W., Rashid, H. A., & Shafique, O. (2021). EVALUATION OF TRAINING EFFECTIVENESS; CONTRIBUTION OF ORGANIZATIONAL COMMITMENT AND TRANSFER DESIGN BY MEDIATION OF motivation to improve work. Ilkogretim Online, 20(5), 289–295. https://doi.org/10.17051/ilkonline.2021.05.30
Pätzold, Hennig. (2011). Learning and Teaching in Adult Education : Contemporary Theories. Verlag Barbara Budrich.
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