September 2, 2015

Resource: Blog

Tags: Online Training, Professional Development, Staff Training

The eLearning Guild found some telling statistics on organizations’ eLearning measurement (or the lack thereof) in their most recent study:

• 87.5% of organizations tracked completions (good)
• Only 64.7% asked assessment questions to test memory recall
• 65.2% tracked learner satisfaction
• Only 49.1% measured whether the learner felt the training was of value
• At best, 28.6% tracked whether learners successfully applied training material in a real-world setting
• 31.7% monitored changes in performance
• 20% measured business impact in terms of ROI
• 10% tracked nothing

Prove To the Higher-Ups That Training Works
No matter where your organizations falls on the scale, there’s always room for improvement, and robust eLearning measurement is key. You can look at measuring course effectiveness as a pyramid that builds on Kirkpatrick’s Four Levels of Training Evaluation.

Measuring Confidence in eLearning
Take a step beyond simply measuring Satisfaction. Again, Satisfaction tells us whether an audience enjoyed the course, but Confidence digs a little deeper. By measuring Confidence, we uncover whether the audience members feel better equipped to do their job (or complete a specific task, etc.) as a result of taking the offered eLearning.

Measuring Behavioral Changes in eLearning
Simulations and assessments are great to determine if your audience is getting the idea. Then, see if your learners continue to apply course knowledge in the real world as best you can.

Measuring Results in eLearning
The most valuable measure organizations can track is overall impact. Is the business seeing results from training? Results and success are often defined differently by different organizations. It could mean decreased equipment downtime, less employee overtime, and the list goes on.

Excerpts from this article were taken from www.business2community.com.