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Well Formed Outcome

Learning outcomes are statements that specify what learners will know or be able to do as a result of a learning activity. A learning outcome form is designed and crafted to provide a common platform upon which we develop appropriate learning environment and experience. The learning outcome form should be completed by all participants at the time of the training.

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196 views

Well Formed Outcome

Learning outcomes are statements that specify what learners will know or be able to do as a result of a learning activity. A learning outcome form is designed and crafted to provide a common platform upon which we develop appropriate learning environment and experience. The learning outcome form should be completed by all participants at the time of the training.

Uploaded by

ketam_jatuh
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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a

Learning
Outcome
Form
The Learning Outcome Form is designed and crafted to provide a common platform upon which we develop appropriate learning
environment and experience. Learning outcomes are statements that specify what learners will know or be able to do as a result of a
learning activity. Outcomes are usually expressed as knowledge, skills, or attitudes.
Company Name Industry

Contact Person Title Email Mobile


(Organizer)

Target Audience (their job function, education background, titles, etc)


I never teach my pupils; I only attempt to provide the conditions in which they can learn. - Albert Einstein

Previous similar training experience in the past (if any)


I have never in my life learned anything from any man who agreed with me. - Dudley Field Malone

Learning Objectives for the training workshop (Goals)


Learning is not attained by chance. It must be sought for with ardor and attended to with diligence. ~ Abigail Adams

Integration with Corporate Goals and Directions (Issues/learning for facilitator to debrief.)
“Nothing is more terrible than activity without insight.” – Thomas Calyle

www.prioritysky.com info@prioritysky.com © Priority Sky


Success Expectations / Outcomes (Examples of how the participants use the new skills at work)
“He that has acquired learning and not practiced what he has learnt, is like a man who ploughs but sows no seed.”- Helen Keller

Identified Line Managers who the Trainers can call upon to summarize Goals & Expectations: (if appropriate)

Name: Name:

Designation: Designation:

Mobile: Mobile:

Email: Email:

Program inhouse / retreats/ off-site


/residential / others
No of Training Days Target Dates / Month No of Pax Budget

What I hear, I forget. What I see, I remember. What I do, I understand. – Confucius

Preferred Style of Delivery: Receiving Information Experiential Reflective


( how many % time spent)
Learning Effectiveness Review Yes No Pre-Assignments Yes No
Any other comments, concerns or special needs

www.prioritysky.com info@prioritysky.com © Priority Sky


Guidelines for the Learning Outcome Form
Why do I need to do the Learning Outcome?

• you will get even better results for your time and effort;
• you are in control, be more confident and under less stress;
• you will find learning is more enjoyable for your participants; and enhances their performance at work;
• you will have clarity over the objectives and gain commitment from your management. The management will
become even more intrinsically motivated to support your training programs.
• the trainers will be able to craft and focus their training towards your expectations and the needs of the
participants, their line managers and the corporate direction and culture.

What is Training-Learning Outcome Form?


Learning outcomes are the basic building blocks of training module. They describe an
action or outcome which is demonstrable and assessable. They describe the lowest
logical, identifiable and discrete sub-grouping of actions and knowledge which contribute
to and build a module.
Realistic,
achievable
How do I go about it?
and
What are some key questions that I should ask myself before writing
challenging
learning outcomes?
Before outcome statements are written, the event organizer and/or subject matter expert
should answer key questions about who is affected by the need (i.e., who is the
intended participants). These questions may well be addressed in a needs assessment. Regardless of how they are
addressed, these questions are useful in decision making about how a presentation should be tailored to the intended
participants. These questions are a useful tool in helping the trainer’s focus their planning and content.

• Does the potential participant’s level of awareness need to be raised?


• Do they need to understand better the context in which the problem/issue exists?
• Are there things they need to unlearn?
• What are the most essential things they need to know or be able to do?
• Do they need a strong rationale to buy into the issue?
• What specific skills or strategies do they need?
• How important is their level of confidence with this new learning?
• What are the obstacles they face in the workplace using this new learning?
• What are the most important things they need to be able to do when they finish?

What are the characteristics of good learning outcomes?

The ultimate test when writing a learning outcome is whether or not the action taken by the participants can be
assessed. If not, the outcome probably does net meet all three of the characteristics.

1. who is to perform;
2. what action sho
3. some result that must come from their action.

Since the learner's performance should be observable and measurable, the verb chosen for each outcome statement
should be an action verb which results in overt behavior that can be observed and measured.

Sample action verbs are:

compile, create, plan, revise, analyze, design, select, utilize, apply, demonstrate, execute, prepare, use, compute,
discuss, explain, compare, rate, critique,

Certain verbs are unclear and subject to different interpretations in terms of what action they are specifying. Such
verbs call for covert behavior which cannot be observed or measured.

know, become aware of, appreciate, learn, understand, become familiar with, value,

www.prioritysky.com info@prioritysky.com © Priority Sky

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