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This report examines the benefits of an educational induction programme in May 2014. It covers data explanation, organizational impact, learner benefits, training quality, and expected outcomes on staff and performance. The data spans from October 2010 to May 2014 and includes responses from 76 participants. The analysis uses a RAG rating system (Green, Amber, Red) to identify areas needing attention. It evaluates benefits for the organization, learner satisfaction, training quality, and expected impacts on organizational goals and staff performance. The report delves into the relevance of training content, learners' experiences, barriers to implementation, and expected performance effectiveness.
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Education Evaluation: Benefits to Trust and its Learners Induction programme Education Quality Team May 2014 Training and development
Content • Data explanation • Benefit to the organisation • Benefit to learners • Training quality • Expected impact of training to the organisation • Expected impact of learning on staff and organisational performance
Data explanation • The report includes data gathered between October 2010 and May 2014 – overall 76 responses. • All the pictorial representation of data reflects percentage of respondents in agreement with benefits of training. • The data highlighted in orange or red requires attention and addressing in the Action Plan.
RAG rating The following RAG rating is applied: • Green:75%/3.0 and above or below 5% for constructive comments • Amber: 2.5 to 3.5/50-75% or 5-25% for constructive comments • Red: below 2.5/50% or over 25% for constructive comments
Benefit to the organisation • Assisting in meeting departmental and organisational goals, objectives and targets (impact on goals) • Helping in learners current work / role (importance to learner) • Degree of satisfaction with the programme content (learner content satisfaction) • Knowledge and preparation of learners prior to programme commencement (pre-training engagement)
Benefits to the learners The outcomes show if: • the training was a revision of previously gained knowledge, • obtaining of completely new knowledge or • combination of both above options.
Training quality Overall quality of training combines the following components: • Trainer quality (attitude, knowledge of the subject, enthusiasm, ability to listen, clarity of presentation) • Training materials quality (manuals and other materials and equipment) • Quality of administrative assistance • Quality of training room and general training environment
Expected impact of the programme on the organisation • Amount of programme content expected to be implemented at work (content implemented) • Efficiency, effectiveness and value of the undertaken training to the organisation (better/cheaper) • Time from attending the training to training knowledge implementation in practice (time to implementation) • Obstacles in implementing the training knowledge and skills (lack of time, authority, no support from manager, lack of personal confidence, no equipment, need of further training or irrelevance of the training to the current role)
