Tips for Measuring Online Training Results

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Tips For Measuring

Online Training Results

Measuring your online training program is essential to ensure its effectiveness and relevance. It should be reviewed against strict guidelines that truly judge its ability to transfer information to the employees.

Here are some tips that can help you measure your online training program and improve it.

Measuring Online Training

Overview

According to Strother (2002), online corporate training can be evaluated on a five-level progressive scale based on Kirkpatrick’s model (1954).

Reaction is a measure of the learners' reactions to the course. Level 1

Learning is a measure of what they learned.Level 2

Transfer is a measure of the changes in working knowledge/skills post the training program.

Level 3

Results is a measure of the business outcomes due to changes post training.

Level 4

Level 4 – Results and ROI

Level 3 – Transfer of Information

Level 2 - Measure

4 Levels of Measuring Online Training

Level 1 - Reaction

Levels of Measuring

Online Training

Reaction is measuring the learners’ response to the course: • Include a detailed feedback system such as, employee satisfaction surveys,

questionnaires, etc. • Users can state whether the content could be easily comprehended, its strengths, its

weaknesses, whether it was engaging enough, whether all these factors led to learning.

Level 1 - Reaction

A Learning Management System (LMS) provides an in-built feedback gathering system:

• It should be programmed to ask 10-15 short and succinct questions where the answers are on a graded scale

• Avoid yes/no answers• Avoid open-ended questions as evaluating subjective answers on a fixed

scale is complicated • Subjective feedback should be avoided, especially in the case of a mass

automated system

Use the constructive suggestions on improving the course

Level 2 - Measure

Measuring training can be done via a few methods: • Analytics/statistics

• Measure the broader statistics of the course as a whole• Assessments

• Measure individual trainee performance regarding their learning

The combined understanding gained from these two measures can assist learning managers to improve their existing training course. They can personalize the learning experience by analyzing the performance of the trainees and noting areas of difficulty or a lack of interest; this in turn will boost learner retention rates and ensure effective learning.

Before beginning, you should ascertain what you want to measure, this should correlate with the learning objectives outlined for the course.

Level 2 – Measure – Analytics/Statistics

• Learning analytics consist of vital pieces of information that,

• They offer a comprehensive understanding of the learners’ training• They can be collated to evaluate the broader training program• This information can be utilized to make the course content more user-friendly • Most LMS’s support the gathering of analytics data based on pre-determined keys

that are ideally defined during the implementation of the LMS and can present reports on users, courses, chapters, and the overall system.

“are recorded throughout the duration of the eLearning course such as… how quickly they are progressing through a module, how many times have they have logged in,

whether they have participated in a discussion board, etc.”(Moffett)

• Great way to gain insight into the actual level of employee information • Can be intelligently designed and administered between modules or after the

entire course• Assessment scores can be used to highlight whether the trainee is grasping the

concepts/skills or if they require any extra help• LMS’s support in-built assessment features that can report on employee

performance and can further provide certification for the completed courses • Important to define the questionnaires based on the objectives and blooms level

applicable for the training program• Design the questions in such a way that complexities are clearly defined and

scoring a 100% and a 60% should aptly reflect the expertise of the trainee

Level 2 – Measure – Assessments

Level 3 – Transfer of Information

• The best approach is for the managers to observe the trainees and make note of any difference in job performance prior-to and post training

• Over time, it should be apparent whether the employee retained the information received during training or not

• In online training, assessment can be achieved using scenario based tests where the user is made to react to a certain situation and their reactions can be gauged to determine the extent of learning internalized

• Specific scenario-based learning and certification are not designed to check the knowledge directly, but to check for the implementation of the knowledge

• Good instructional design ensures a well-planned extensive scenario that assesses for more than one objective and gives higher confidence to the learner on the concepts taught

Level 4 – Results and ROI

• Measuring the monetary and business outcome is challenging and requires time

• A system should be in place to measure pre-training and post-training data and watch for any changes that would indicate success in the program• First identify which results are closely related to the administered training.

• These can range from increased content recall rates, improved sales and/or production, faster execution reduction in quality issues, quicker SLAs, increased customer satisfaction, etc., depending on the objectives of the training

• With time measure the cost-to-performance ratio, where you will be able to place cost of training on one side and evaluate it against the performance results

• This will lead to a calculation of ROI and a true indicator of the effectiveness of the training

Conclusion

Measuring training is important to ensure that the employees are receiving the best training possible by narrowing on the programs strengths and weaknesses and improving on the latter. No matter your method of training your employees, assessment of the program is vital. Systematic and regular research is required to ensure that the employees are learning what they are supposed to in order to be productive in their team and job. Similar to any other investment, check in once in a while to make sure that they are providing the desired ROI.

http://www.irrodl.org/index.php/irrodl/article/view/83/161

ReferencesSTR

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http://elearningindustry.com/5-reasons-why-learning-analytics-are-important-for-elearningM

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