Training and Development Assessment | Evaluation & Skills

Assessment 1: Project

Your project should demonstrate your understanding of the course learning.

The template for the project, provided on the course resource page, should be used. Tasks 2 and 3 ask you to discuss the training you have delivered. This can be your skills demonstration or a previous training session if you have prior experience as a trainer.

All your answers should make use of the theories and learning provided in the course.

Additional reading around each topic is encouraged and should be clearly referenced in a bibliography.

Task 1 : Training Evaluation

Provide an overview of two training evaluation models and describe how they might be applied in a practical context. Discuss the advantages and disadvantages of each model.

Task 2 : Overview of the Training

Provide an overview of your training session, including the background to the training and the aims, objectives and outcomes of the training.

Identify any stakeholders associated with the training. Describe the methods you used to evaluate the training and any challenges associated with the evaluation process.

Task 3 : Training Session Report

Make use of the theories, tools and techniques you have learned on the course to produce a report on your training session, detailing areas of success and areas that might be improved.

This might include your performance as a trainer, your interaction with learners, your course design, the environment and other aspects of training delivery.

Task 4 : The Training Cycle

Describe the four stages of the ADDE Training Cycle and the activities you might undertake for each stage. Discuss how the Training Cycle enables you to create effective training.

Assessment 2: Skills Demo

Task 1: Training Plan and Delivery

Use the session plan template provided below to plan out your 10-12 minute training session. Deliver and record your session, which should match the activities outlined in your session plan.

Record your training session in an mp4 or mov format.

Assessment 3: Learner Record

Your learner record should be a self-reflective record in which you describe your learning experiences and insights during the course. The learner record should not be a summary of the course learning, rather it should describe how you found the learning useful and how you will make use of what you have learned to improve your training going forward.

As you go through the course, we advise that you use the Learner Record Log in your course workbook to keep a record of what you have learned during the course and how you think it will be useful in your future training.

The learner record should be written in the first person and should:

• Briefly describe what you have learned on the course
• Discuss how you found this learning useful or insightful
• Discuss, with specific examples, how you will use these insights to make your future training sessions more effective.

IMPORTANT: This is not a free form learning journal. You are required to adhere to the topics outlined below.

Task 1 : Training Theories

Training design theories: The Training Cycle, Kolb, Honey and Mumford.

Task 2 : Training Evaluation

Training evaluation theories: Kirkpatrick, Kaufman, formative and summative evaluation

Task 3 : Training Delivery

Training delivery skills, tools and techniques: presenting skills, managing learners, practical exercises and demonstrations, the training environment, characteristics of adult learners.

Task 4 : Training Legislation

Equality, diversity and disability legislation.

Experts Answer on Above Questions on Training and Development

Task 1 – Training Evaluation

The task that is considered for the entire analysis is a manual handling training session for Healthcare support workers in an Irish nursing home care setting.
The Kirkpatrick four level model – It evaluates training at 4 different levels including reaction where by learners complete a short feedback form, learning which utilises before and after questions to test knowledge, behaviour whereby the supervisor observe the staff and finally it is the results whereby the performance is measured before and after training with regards to injury reports.
Kaufman’s Five Levels – this particular model evaluates the performance beyond the organisation to wider societal value. In respect to an Irish healthcare provider, the input includes training room, trainers etc, the process includes staff practicing safe resident transfers, individual results whereby staff demonstrates correct technique, organisational results showing manual-handling incidents, and societal value reflecting safer care for older people.

Task 2 – Overview of the training

Training topic – the topic for training is safe manual handling and resident transfers for healthcare support workers. The session is designed for the healthcare assistance that are working with the older residents in an Irish care setting. The focus of the training is on reducing any kind of unsafe lifting and making the best effective use of mobility equipment.
Aim and objectives – the main aim has been to allow the health care assistants to transfer residents safely while protecting both the resident and staff member from injury.
The objectives are to allow the learner to –

• Identify the key manual handling hazards.
• Demonstrate a safe chair or wheel-chair transfer.
• Ensuring security of the mobility equipment.

Expected outcome – from this training session, the learner should be able to complete a simulated transfer using the correct preparation, communication and movement sequence.
Stakeholders – the important stakeholders are health Care assistants, residents, nurse manager, training manager, employer and occupational safety personnel.
Evaluation methods – the evaluation methods are five question knowledge check, direct observation of the transfer, learner feedback form and trainer checklist.

Task 3 – Training session report

The training has been very good and the trainer performance was excellent as he demonstrated the transfer first, then group it into smaller steps. The interaction with the learner was excellent as there were questions and answers sessions too, and the practical demonstration was more effective as compared to a lecture. However there is still a possibility of improvement as trainers can give more time for individual corrective feedback, encourage more learners to participate and try to include short scenarios to test the decision making process.

Task 4 – ADDE training cycle

It is possible to apply the four stages which includes analysis first whereby the training need should be identified. For example, repeated unsafe manual handlings are observed in an Irish nursing home records and it is evaluated that the staff are inconsistent with understanding the transfer equipment process. The second step after analysis is the design process whereby the training needs to be designed in a way that addresses the identified gaps. This includes an explanation session, demonstration session and assessment and feedback. The next stage is development which includes the actual training resources such as session plan, manual handling checklist, wheelchair equipment, scenario cards, knowledge questions and feedback form. The final stage is the evaluation which requires an assessment of whether the training achieved its objectives.

Want Detailed Answers with References?

The analysis of training sessions covering Kirkpatrick, Kaufman, ADDE, Kolb and training delivery revealed important findings that could be utilised in delivering a sound training session to nursing care personnel. With all nursing assignment help experts, you can get similar kinds of assessments done at affordable prices. To build up your confidence, you can also access the solved assignment answers from Quality and Qualifications Ireland (QQI) and then decide to go ahead with your assignment.