Practical Portfolio of Evidence: Evaluate Education, Training and Development Providers - South Africa

This report evaluates the training and quality assurance provided by McMaster Institute, a training and development provider in South Africa. It identifies the strengths and weaknesses of the institute and suggests improvements. The report also discusses the institute's mission, values, and approach to training and development.

Running head: PRACTICAL PORTFOLIO OF EVIDENCE
PRACTICAL PORTFOLIO OF EVIDENCE: EVALUATE EDUCATION, TRAINING
AND DEVELOPMENT PROVIDERS - South Africa
A case study of Mcmaster Institute
Name of the Student:
Name of the University:
Author Note:

PRACTICAL PORTFOLIO OF EVIDENCE 1
Table of Contents
Part A Organisation learning needs and potential solutions:.....................................................2
Part B Evaluation Plan:..............................................................................................................3
Part C Evaluation Checklist:......................................................................................................5
Part D Evaluation Report...........................................................................................................9

PRACTICAL PORTFOLIO OF EVIDENCE 2
Part A Organisation learning needs and potential solutions:
Organisation Name: McMaster Institute
Target group Skills Need Priorit
y
Potential Solution
Leaders of an
organisation
Analysis, engagement and
identification of the needs of
the stakeholders.
2 Accreditation and
development of the
qualification.
HR of an
organisation
Identification of the training
needs of an employee in an
organisation
2 Designing the developmental
program of qualification level
4.
International
clients
Team building and
communication
1 1 day training on team building
and cultural acceptance.
Managers Good communication with
internal and external
stakeholders
Change management strategy by
understanding the need of the
hour.
1 A communication curriculum
and a plan to work with the
stakeholders
Trainer and quality
assurance
Ability to train employees and
run workshops on particular area
of interest.
1 By designing a curriculum and
a process to follow the training
curriculum.
Recruiters Live assessment of the applicant
and understanding the ability of
an individual
2 By the means of developing a
working document with
various levels of competencies.
Mentor or
supervisors
Leading the team internally in
order to ensure greater
productivity of the team
1 Performance management
coaching and a skill set to be
followed.
Field marketer To understand the needs of
marketing of the particular field.
1 Quality assurance and the
evaluation of the particular
field
Trainer To teach them the basic
approach of training a team
maintaining a total quality
management.
2 Training coaching for the
trainers.

PRACTICAL PORTFOLIO OF EVIDENCE 3
Part B Evaluation Plan:
The objective of the evaluation plan is to determine the quality in ETD by continuous
development policies and processes to maintain and enhance the quality.
Criteria Description Responsibilit
y/
Stakeholders
Mechanism Time/
Budget
The quality of
learning
Better learning
standards to be set.
Facilitators Reading materials At the
beginning of
the program.
The standards
should align with the
working method.
Facilitator and
mentors
Reading materials At the
beginning of
the program.
Teaching and
assessment
resources
Resources like
power point slides
to be used
Facilitators Detailed reading
resources are to be
designed based on
syllabus
At the
beginning of
the program.
Hand-outs and
templates are to be
provided
Facilitator and
mentors
The hand outs of the
particular topics
During the
program.
Personnel Qualified people to
be hired
The
organisation
owner
Evaluation checklist At the
beginning.
Experienced people
in this particular
field
CEO/ MD Evaluation checklist The salary of
the hired
employees
Quality
assurance
system
By monitoring the
activities of the
trainers
The HR of the
company
Learning evaluation
checklist
During the
course
Taking time to time
examination
The mentor Learning evaluation
checklist
During the
course
Financial
system
Fees collected from
the learners
The
administrative
department
Facilitator report By the
beginning of
the course
Some kind of grant
or other forms of
fees
The
administrative
department
Facilitator report During any
time when
needed

PRACTICAL PORTFOLIO OF EVIDENCE 4
Review
mechanism
By weekly
reviewing the
performance
The mentors Learner evaluation
checklist
After few
weeks or
month of the
training
Time to time holding
exams
The facilitators
and mentors
Learner evaluation
checklist
After few
weeks or
month of the
trainingLearner entry
mechanism
The admission forms
can be available
online and also at
the institute
The
administrative
department
Inventory list Before the
starting of the
course
For this,
advertisements can
also be given in
various sites and
company website
The marketing
department
Inventory list Before the
course.
Learner support
mechanism
The learners should
be guided properly
related to the course
and learning
outcome
Facilitator and
mentor
Facilitator report After a certain
time of the
program
During the course as
well, they should be
given the hint of the
benefit of the
program
Facilitator and
mentor
Facilitator report During the
course
Performance of
external ETD
providers
Taking feedback
from the learners
The learners Learner evaluation
checklist
After a certain
time of the
program
Understanding the
gap area and the
ability to improve
the issues
The learners Learner evaluation
checklist
During the
course
Training
management
Taking feedback
from the learners
based on which the
training can be
improved
The learners Learner evaluation
checklist
After a certain
time of the
program
Understanding the
gap area and the
ability to improve
the issues
The learners Learner evaluation
checklist
During the
course

PRACTICAL PORTFOLIO OF EVIDENCE 5
Part C Evaluation Checklist:
• Quality of learning.
Evaluation Questions Poor Averag
e
Good Excellent Comments
1. Methods of teaching to the
learners
X Need to focus
on every
parameter
2. Analysis or evaluation method of
teaching
X Need to take more tests
and exams
3. In terms of holding seminars and
meetings of teaching
X
4. The courses offered to the learners X
5. Adequate meetings to establish a
good bonding with the learners
X Needed to interact more
with the learners
• Teaching and assessment resources.
Evaluation Questions Poor Averag
e
Good Excellent Comments
1. Supply of enough resources as the
study material
X Enough
resources are
supplied.
2. Resources dealing with the recent
forms of teaching and evaluation
X
3. Using the resources online X Few resources are
received as soft copies
and can be used
online.
4. The pace of covering the syllabus X Need to work faster a bit
5. Meeting your level of expectation X
• Personnel.
Evaluation Questions Poor Averag
e
Good Excellent Comments

PRACTICAL PORTFOLIO OF EVIDENCE 6
1. The teaching process as the
primary driving success
X
2. The top opportunity to increase
the organisational performance
X There is huge
opportunity in terms of
improving the training
guidelines
3. Personal helping in improving
the learning technique
X Better techniques need
to be adopted
4. Level of learning about the
corporate culture from this
particular set of learning
X
5. The outcome of the course in the
practical
X I can find enough
improvement in learners
but expected a bit more
• Quality assurance systems.
Evaluation Questions Poor Averag
e
Good Excellent Comments
1. The procedure of learning and
teaching
X The teaching
process is ok
but can be
improved
2. The guidance provided to the learners
by the facilitator
X
3. Audit to make sure that the process is
going on smoothly
X The audit has to be
frequent
4. The process of communication with
the clients and how to respond them
X
5. Ability to investigate any problem or
issue by the management team
X The HR is not prompt in
taking such actions
• Learner entry mechanisms.
Evaluation Questions Poor Averag
e
Good Excellent Comments

PRACTICAL PORTFOLIO OF EVIDENCE 7
1. The learning entry mechanism
support to support expectation and
need of understanding of the learners
X The
mechanism is
ok but needs
monitoring
2. The essential things being taught at
the leaner entry mechanism
X Need to focus more on
the important aspects of
teaching
3. The support given to the learners
from the institute
X
4. In terms of giving proper transition to
the learner entry mechanism
X
5. The counselling to manage the work
environment
X There is advent need of a
counsellor
• Learner support mechanisms.
Evaluation Questions Poor Averag
e
Good Excellent Comments
1. Rate the learner support
mechanism of this institute.
X There is a
lack of the
support
system in the
organisation2. The relevancy of support on this
program
X
3. The help provided by counsellors in
achieving the necessary outcome
X They were indeed
helpful and supportive
4. The learning and working
environment of the institute
X
5. Availability of help to the learners at
different points
X The co-learners were
equally helpful
• Performance of external ETD providers.
Evaluation Questions Poor Averag
e
Good Excellent Comments
1. The skills and development
practices of the service provider
X
2. The delivery methods as per the plan X There was delay in some
situation

PRACTICAL PORTFOLIO OF EVIDENCE 8
3. The time when ETD are finalised and
then they are acted upon
X
4. Improvement in ETD during the
learning process
X There was considerable
improvements
5. Familiarity of the ETD practices X Provides opportunity to
learn the basics
• Training Management.
Evaluation Questions Poor Averag
e
Good Excellent Comments
1. The level of training provided to
different people
X The
evaluation
process can
be improved2. Skills and knowledge of the service
providers
X
3. The time period of the training was
sufficient
X The time can be
extended a bit
4. The evaluation process of the training X
5. The level of training was provided by
professionals
X Few providers needed
better improvement

PRACTICAL PORTFOLIO OF EVIDENCE 9
Part D Evaluation Report
Aim
The aim of the evaluation report is to evaluate the training and quality assurance given
by the McMaster Institute to the clients of the organisation. The aim of McMaster has always
aimed to be the preferred training and development provider for the HR of an organisation. In
doing so, the institute has set certain mission and values and has equally devoted in the
promotion of the institute among the target group of organisations in South Africa. The aim
of this report is to identify the weak points and promote the positive aspects of the institute.
Findings
The McMaster Institute was established by Shelly McMaster in 1995 with a mission
to make changes in the lives of the people by the means of establishing a consultancy
company. The idea of the organisation is to provide a helping hand to the well-established
organisations and help them to grow. In return of this, the institute will be able to grow up its
client base. The company’s mission is to build and create impact on the people by continuous
learning and teaching. It has been observed that the institute is lacking proper monitoring and
review system to some extent. There was no issue related to learning and teaching process but
when it came to the analysis or the review of the learning outcome, the institute had limited
scope. Thus, there is immediate need of attending these concerns and make the suitable and
possible way out of the existing issues.
The institute aims at creating a chance of how to think if not what to think about a
particular organisation. McMaster has always provided various options to the learners who
take service from this institute and aims at meeting the business objectives by integrating
equal opportunities along with the social development principles. In order to provide basic
and appropriate training to the clients, the institute has always tried on innovative ideas by

PRACTICAL PORTFOLIO OF EVIDENCE 10
creating new means of creativity and unique ways of training and team work. The aim of this
institute is to work together like a team and to exceed customer’s expectation. In order to do
so, the institute at first tries to build up a relationship with its stakeholders and the customers.
In order to understand the need of its customer, the best possible way is to understand the fit
strategy for the particular organisation. One of the major needs is to give proper guidance in
terms of evaluating the outcome of their understanding. In order to provide the best suitable
solution to any client, McMaster always ensures that the timing, quality and the reliability of
the assigned task is maintained. Only the best suitable strategy is used while the other
strategies might not be used for the purpose of working. McMaster ensures the delivery of the
right business and the best return of investment.
Promotion of Provider, product or service
If the current promotional aspect of the training provider, McMaster is taken into
account, it has been found that the institute does not make any major attempt in the
promotion and the advertisement of the institute. This institute is only responsible for
providing training and development service to the concerned clients and all the information
along with the details related to previous clients are available in the website of the institute in
order to show the work that this institute has done for their clients. In addition to this, the
institute needs to promote their part of evaluation program as well so that they promise to
deliver best possible outcome to the learner seeking guidance in this institute. The services
can be advertised in order to ensure more clients and organisations asking for the support of
the institute in the training and development. Thus, promotional acts can be recommended for
the institute.
Conclusion
With the detailed analysis and findings, it has been made clear that McMaster lacks
the proper evaluation mechanism and it is acting as a negative point for the institute.

PRACTICAL PORTFOLIO OF EVIDENCE 11
However, the institute has many positive points that include as identified that this institute
provides the necessary support for the training and development. There is also no issue with
the quality of the work but the needed to promote the on-going activities of the organisation
to ensure that more clients reach up to the institute for seeking help.
Recommendations:
In the age of the social media and the online marketing tools, there is no denying of
the fact that any product or service will be largely benefitted if the service is promoted using
the social media sites. McMaster needs to focus on the strong points of the institute that
include giving enough guidance to the learners and the availability of the enough resources
for the learning process. At the same time, the promotion should include enough means by
which the institute will be able to show their part in the development and the improvement of
the trainers. For this, the institute can hire professional marketers and can ask them to
promote their existing website if the institute and the services among the particular
candidates. It is very important to target the right group of people whom this organisation can
target by the means of advertisement and can get greater reach of the candidates. In the
content of the promotion, the benefits and the achievements of the particular institute can be
mentioned easily so as to create a positive image of the institute.
As the institute also targets to the locals or the people in South Africa, the chances of
promoting a product by the means of brochures, newsletter or any such things increases to a
greater extent. Therefore, it can also be recommended that the institute use the method of
direct advertisement by the means of handing over these promotional kits to the target group
of people. In addition to this, in order to encourage the people to participate in the learning
and development activities, it can be recommended to start with a discussion forum online
where anyone can participate and result in promotional activities.
Signature:

PRACTICAL PORTFOLIO OF EVIDENCE 12
Provider Comments: