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HCS Content Administrato
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6 Jul 2010 11:01 AM
A) Discussions
Perception of rigidity and boundaries
Trainer and courseware developer participants generally felt that the WSQ framework does not allow for flexibility. However, it was clarified in the CoP session that there should be enough scope for contextualization and adaptation to fit trainees’ needs as long as there is sufficient internal quality control of our courseware by the CET organization.
Assessment
On clarity about Assessments, some flexibility is allowed. However, assessments must be “reliable” and “valid”.
Reliability / Validity
On Reliability / Validity, it was clarified that reliability refers to the consistency of the assessment, whereas an assessment is valid when it measures what it is suppose to measure (i.e. the competency, learning outcome).
Summary of Learning
- There is scope for flexibility and contextualization in the design and delivery of the training courses. However, trainers and designers must be mindful of the learning outcomes of the course as defined in the CTAG.
- CET organization must have internal quality control on training materials.
- Assessment methods must be reliable (i.e., consistent) and valid (i.e., test must measure the learning outcome).
Evaluation of Quality of Sharing and Learning
- There was candid discussion on the identified issues. There was a good discussion on the assessment method. It was agreed that there is a need for contextualization and adaptations to the trainees’ needs and situation. However, there must be internal quality control by the CET organization in setting the assessment assignment.
last edited by HCS Content Administrato on 7/9/2010 4:48:56 PM
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HCS Content Administrato
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6 Jul 2010 10:57 AM
Importance of this topic
In order to evolve to a learning society, we need to seed a culture for acquiring skills, behavior modeling and knowledge sharing. Human Capital Singapore (HCS) is commissioned by Workforce Development Agency (WDA) as the national CET for rolling out the HR Workforce Skills Qualification (WSQ) Competency training covering a range of 63 HR competency-based modules.
In the last 10 months, HCS has trained about 2000 participants using the WSQ framework. Given the great investment in resource and effort in the design and delivery of these courses, it is important to evaluate the effectiveness of these programs and the practicality of the Develop a competency-assessment (CU5) and Conduct competency-based assessment (CU6) of ACTA.
Specifically, the business case for addressing this practice is to achieve good returns on investment (ROI) in these training programs, transfer-of-learning and positive acceptance by participants.
Outcomes to Achieve
- Obtaining feedback about the design of HCS courseware:
- Course content
- Assessment methods
- Flow and structure of the course
- Sharing of good practices in delivering /designing HCS courseware
- Deriving some good tips on how to be an effective trainer
- Committing to engage in continuous learning from one another in this CoP
Top Issues
- Concerning the transfer of soft skills and attitudes through training, what are the more effective methods?
- How do we incorporate changes in the ACTA courseware design to benefit different profiles of learners? (Assessment Methods)
- The appropriateness of Assessments. Contextualising assessment questions to fit clients situation? How much contextualisation is allowed? (Assessment Methods)
last edited by HCS Content Administrato on 7/9/2010 4:46:12 PM