Training is a key element to ensure the sustainable growth and competitiveness. From the last decades of the past century till today, public bodies and authorities have spent several resources on the promotion of work-linked training programmes. From the beginning of these activities, evaluation was an inherent nature of the training process. It was mandatory and required to know the quality of the training process as well as the results of the intervention.
There are different scopes to define while designing the training evaluation process. If we focus on the process of “dimension of evaluation” we can evaluate according to: process, outcome or impact. If we focus on evaluation’ goals, we can obtain a realistic feedback from final users about the “usefulness”. We can also define a process from “evaluation approach” or considering “the purpose of training”. So, we can use different models and methodologies to assess the evaluation activities, including its impact in the organisations.
However, all this approaches and methods have been developed to be used in a wide context, and it’s necessary to adapt them to specific scenarios. Considering this scenario, it’s necessary to provide a flexible, customizable and friendly methodology that help work-linked training providers to assess training activities considering not only the results and impact of the training in the persons, but the impact in the organisation itself and in its environment. Besides, companies needs a supporting tool that helps them to evaluate their training needs, labour market trends and the impact in economies of the resources spent on these. In brief, the new approach has to conciliate the interest of employees, employers and employment services, creating a new framework to support not only training promotion but the evolution of labour market and the competitiveness of companies and economic tissue.
Thus, this new approach should cover four main criteria to evaluate:
Quality: evaluate and assess the quality of training, that is, which characteristics of the training satisfy the needs of trainees (regarding contents, duration, trainers and facilities).
Efficacy/Performance: identify the results obtained during the training sessions and how these results fit in the needs of the labour market and companies.
Efficiency: assess the final results focusing on the economic and other resources engaged in the process.
Impact: assess the impact/effects of the training on both the employability of the trainees and the competitiveness of the companies.
ATWORK project, which has been financed by the ERASMUS+ programme and coordinated by Madrid Employment Agency, will develop a methodology to evaluate the social impact of the work-linked training programmes on persons, on companies and on socio-economic environment.
In order to support the main project goal, the project is aimed at achieving the following specific objectives:
SO1. Improve the environment of training evaluation through a new assessment tool;
SO2. Promote a suitable framework to promote work-linked training in Europe;
SO3. Provide with innovative method to manage work-linked training and assess its impacts on organisations and on society;
SO4. Improve the environment of companies through impact evaluation;
SO5. Contribute to develop the social dimension of training, adapting it to new requirements of sustainability.
ATWORK partnership is formed by six organisations form five members countries: Spain, Austria, Poland, Romania and United Kingdom. The project will be implemented during the 24 months, starting in October 2017 and finishing in September 2019.