The learning outcome of any training is what the person who completes the training should be able to know or do.
The learning outcomes may be considered from the individual and organizational viewpoint. The individual’s learning outcomes are based upon the aspirations of the individual and what they perceive would be gained from the learning experience. Organizations may require certain education and training to be completed in order that the individual may be considered competent to complete the tasks of the company.
It is important to study the information available, qualification aim content and anticipated outcome before engaging upon a course of study or competence based qualification. With regard to work based learning all training should have a specific purpose before a person is required to carry it out.
Individuals commence qualifications for a variety of reasons and it is important not to merely follow that which others have achieved but more to determine a structured plan over a period of years prior to commencement, to visualize the potential ultimate goal even if this is not ultimately achieved. Some qualifications may be required merely to enter construction sites (eg CSCS Card), as discussed in the constructionsite unit Personal Development.
Candidates /Learners require a structured motivated approach to the qualification aim and must be prepared to expend the required time and effort in gaining the award, they will also require support from those around them; in particular the employer.
The concept of learning outcomes in educational parlance for all types of learning opportunities may appear to the uninitiated complex. It is important therefore, to discuss the education and training opportunities with the provider before the experience commences.
From a practical aspect the award of an academic or competence based qualification aim should result in benefits to the employer and employee. They should provide:
- Improvement in Employee performance
- Increased knowledge understanding and skill
- Improved quality assurance and service to clients
- Improved knowledge and evaluation of the training process
- Clearer understanding of individual responsibilities and company processes.
- Career and qualification progression opportunities awareness.
The work carried out by Kirkpatrick has become a widely used model for the Evaluation of Training and Learning, which can be found at the website below.