Previously, I’ve discussed the importance of evaluating training in the context of Kirkpatrick’s Evaluation Model. Many people neglect the evaluation process because they are either on a very strict schedule (analysis is usually neglected, too) or they just don’t see how administering tests can work in the training.
The latter is a major misconception. Assessment is not about giving graded tests.
Tools: Assessment can be accomplished in several different ways. Some examples include:
|Poster Presentations||Oral Presentations|
|Case Studies||Written Reports|
|Fill In The Blanks||State Examinations or Certifications|
|Publication||Observing Student Reactions|
Simple Process: If creating assessment methods is daunting, I recommend starting simple.
- Select a training objective.
- Pair the objective with an activity.
- Create a rubric for evaluation.
- Review each student’s completed activity compared to the rubric to see if it aligns with the objective.
- Create a snapshot of your overall
Grading: Assessing your learners does not mean you need to change your grading structure or even give a grade at all. However, if learners believe that they are receiving something in return, they may give more effort when completing the assessment. Case in point: if you’ve been asked to complete a survey, you may have given up half way through if you didn’t see a personal benefit in completing it.
Cost: Evaluating learning does not have to be costly endeavor. Although there are many different software and hardware options to aid in assessing learning outcomes (such as PollEverywhere, TurningPoint, ExamSoft, and PearsonVue), assessment can be accomplished without purchasing third-party products. If assessment is a new goal for your organization, I recommend working through some of the simpler assessment strategies and tools before deciding on an external assessment product.