Monitoring Training Stimulus - Faculties vs. Skills

[savda]

IMHO every process of education and training should be development of faculties; at times skills additionally?

We have conventional education i.e. building up a child to an adult qualified person, and then inculcating job/ skill oriented training. ( Both may be concurrently carried out, former however having a precedence over latter).

What checks/ performance factors and monitoring devices do we instal therein ( in each one of them separately, or in common) so that we maintain due quality in education and training? Please help.

Savda

[RCBeyette]

I'm not quite sure I understand what you are asking. Are you looking for methods to evaluate how effective training is?

[Kevin Mader]

Savda,

I hope that I have understood your comments and questions correctly, so if I’m off topic, please pardon me.

I agree with your assertion that the processes of education and training are for the development of faculties. I believe this is an important distinction because the process of educating/training folks to be ‘thinkers/learners’ is paramount to rating schemes to determine rank-and-file. Sadly, here in the West, the prevailing paradigm is to rank/rate people. Is this ranking accurate? Does the ranking measure the right things? Is this ranking important? My answer for all three questions: No.

The AIM of education should be the creation of lifelong learners. Learn to think and develop this as a skill as you would any other thing. Make the development of this skill a lifelong project. If you/me/we believe that by becoming a better thinker that this will lead to better developments for mankind, will performance metrics be important or useful? I think that the majority would conclude that the most important outcome is that we continue to advance (measured subjectively, ‘gut-feel’ perhaps). Most would also conclude that an objective measurement system will never be created.

Regards,

Kevin

[pthareja]

Originally Posted by savda

What checks/ performance factors and monitoring devices do we instal so that we maintain due quality in education and training? Please help.

Savda

Originally Posted by Kevin

If you/me/we believe that by becoming a better thinker that this will lead to better developments for mankind, will performance metrics be important or useful? I think that the majority would conclude that the most important outcome is that we continue to advance (measured subjectively, ‘gut-feel’ perhaps). Most would also conclude that an objective measurement system will never be created.

Good thread.
We have short term performance measurement, medium term and long term.

Say, If I am involved in training, ascertaining learning stimulus is my responsibility. Do I ask a question, or notice some metrics, or what ever; depends upon the situation. After the class the feed back or customer satisfaction would dictate how much attention have i got. And the number or standard of questions the simplicity I imparted to the lecture. Pass percentage or marks the success of the curriculum.

whether the performance metrics can genuinly be designed or not is a different question.

Originally Posted by Kevin

I agree with your assertion that the processes of education and training are for the development of faculties. I believe this is an important distinction because the process of educating/training folks to be ‘thinkers/learners’ is paramount to rating schemes to determine rank-and-file. Sadly, here in the West, the prevailing paradigm is to rank/rate people. Is this ranking accurate? Does the ranking measure the right things? Is this ranking important? My answer for all three questions: No.

I repeat what kevin said Is this ranking important? My answer for all three questions: No. I am afraid I did not understand it? Because , it is said, ' what is not measured is not controlled"

pthareja

[savda]

Originally Posted by RCBeyette

I'm not quite sure I understand what you are asking. Are you looking for methods to evaluate how effective training is?

I have two things in my mind concurrently bothering me.
1. Training, and
2. Education ( conventional school or college education)

You are right in same platform as I am. Of the methods to evaluate how effective training is. and the education we impart at schools and colleges.

savda

[Kevin Mader]

1. For Training: I have come to use a method shown to me as Pre-sampling and Post-sampling. I create a series of questions that I give a student body prior to creating a Training program. Everyone takes the presample (like a quiz, but I don't grade it and normally don't require that a person sign their name to it) and review the results for areas that need special attention. I use simple Pareto here. The Training program I design around these identified areas, perform the training, and later require a postsample to determine effectiveness. As appropriate, the training is tailored further. I don't use grades (i.e. 8 out of 10 questions results in an '80') as they aren't all that helpful.

2. For Education: however I might feel about grading, this is the predominant methodology here in the West. If you have the time, I would like to refer you to some reading. Do a search on Cooperational/Collaborative Learning. Use "Siska, Alaska", "Mt. Edgecombe","Myron Tribus","David Langford" to refine your search (on the internet). There is tons of reading/papers out there that will show you another side to grading folks "on the curve".

Happy reading,

Kevin

[pthareja]

kevin,
I have tried pre-sampling earlier, in a conventional lecture class ( Foundry technology, welding, powder metallurgy) in my engineering curriculum, but but seeing in any promises. But now perhaps I think that my design of test paper was faulty. Or perhaps the maturity level of the student has an effect on the usefulness of this programme in a conventional engineering class?
Using pareto is a good idea. Perhaps re-using the technique should give me a clue to my possible mistakes.

I started teaching total quality management only from the last 6 months. Next month would have an opportunity to start afresh with a neww class. However I managed to give them two sessions before the semester begins in Jan 04. So they are indeed expecting a good time as they faced its inflation in their placement interviews, when the feed back, and the outcome ( from employer organisation) all were greatly above their expectations.

May I request for a sample each of your test paper, in pre-sampling, and same after your programme.

Thank You,
pthareja@eth.net
pthareja@yahoo.com

[pthareja]

Kevin,
I should have rather congratulated you in my salutations ( both were absent)for effectively applying a technique for monitoring trainee evaluation.
My apologies.
and Thank you
thareja