In the context of training, we set learning objectives (LO) using the following five (5) elements:
1. Time
2. Performer
3. Performance
4. Condition of the Performance
5. Standard of Performance
So when we check the outcome at the end of the training session, we should match, compare and analyse based on the same elements to see the effectiveness of the session.
For instance, when reviewing professional development outcomes, comparing this year’s results to previous years may not be valid because the participants and the questions may vary.
Instead, the focus should be on assessing progress before and after the training based on the intended learning objectives.
- Did participants gain the necessary knowledge beyond completing a syllabus?
- Did they develop practical skills beyond receiving certificates of participation?
- Are they exhibiting growth in their actions and decision-making, indicative of their development beyond the training environment?
Ultimately, assessments like professional certifications are multifaceted and do not define a person’s capabilities indefinitely. They should not be viewed as definitive measures of an individual’s abilities but rather as part of a continuous process of improvement and development. It’s important to prioritise ongoing improvement and advancement, recognising that each training opportunity contributes to professional growth and competence.