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
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