Training Industry Magazine - Winter 2014 - (Page 46)

FIGURE 1 PURPOSES AND DIFFERENCES AMONG MEASUREMENT METHODS MEASUREMENT METHOD PURPOSE/INSIGHT TYPE OF DATA COMMENT Needs Assessment Used to gather feedback about knowledge and skill gaps. Potential learners provide Likert scale ratings and/or qualitative feedback about how much they know about selected content or their ability to perform specific behaviors. Rating scales tend to be simple agreement scales or a combination of importance and performance scales. Competency Assessment Used to gather information about the knowledge, skills and abilities (KSAs) among a group based on a competency framework. Aggregated results can be used to reflect strengths and areas for improvement. KSAs are specific and relate to a job level or job Rating scales are more complex and role independently without error. focus on a performance continuum. Personality Inventory Used to assess personality traits or stable behavioral tendencies based on a theoretical framework. The questions and scales vary based on the inventory. The Myers-Briggs Type Indicator is one of the most commonly used inventories. Personality traits tend to be more stable than behavioral ratings or learning needs. Post-event Evaluation Used to gather opinion data from learners after a training event. Questions typically focus on satisfaction with the quality of the instructors, courseware, learning environment and content. Scales tend to be simple Likert agreement scales. Follow-up Evaluations Used to assess transfer of learning. 60 to 90 days after training, a follow-up survey is sent to confirm whether learning has been applied on the job, whether performance improved and quantify the value of improved performance. Managers also provide objective third-party confirmation that training has been applied and performance has improved. Pre- and Post-course Knowledge and Skills Tests Used to determine knowledge before and after a course. Usually includes multiple choice questions, Post-course tests cover the same but may include matching, multiple-select and materials, often with slightly fill-in-the-blank items. different questions; a threshold or passing score is set to demonstrate Pre-course tests in conjunction with competency. post-course tests can be used to measure knowledge gain; pre-course tests can also be used to allow learners to "test out." Knowledge Checks Used during the course to check knowledge acquisition. Results can be reviewed to improve modules that are not enhancing knowledge or skills. One or two questions are administered at the end of each course section or module. Certification Tests Used to assess knowledge acquisition and skill proficiency. Using multiple choice and other types of questions, these high-stakes tests go through a rigorous development process to ensure that they are valid and reliable predictors of on-the-job performance. ASSESSMENTS EVALUATIONS TESTS 46 Many technology companies such as Microsoft, Cisco and Citrix offer certification tests at the end of training programs.

Table of Contents for the Digital Edition of Training Industry Magazine - Winter 2014

Tracking Trends
Table of Contents
Guest Editor: Meeting Today's Learning Consumers Where They Are
Facilitating Change
How Smart Leaders Squash Employee Entitlement
The Reskilling of Design
Responsive Design and Learning Solutions
Women, Leadership and Emotional Intelligence
Key Trends for 2014: Shifting to Business-Centric Learning
The Promise of Badges for Learning and Development
The Business Leader's Bottom Line: Aligning Learning with Organizational Needs
Raising the Bar: The Impact of Sales Training on Effective Customer Engagement
The Language of Measurement: When to Assess, Evalutate and Test
Casebook: Combined Insurance: Ensuring Efficient Sales Training via Mobile Learning
The Challenge of Workplace Re-entry After Training
The Learning Shift: From Event to Process
What's Online
Company News

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