Your eLearning developer creates assessments based on the initial inputs provided by you. Are they aligned to your learning objectives? Are you able to accurately assess the knowledge gained by learners? How do you assess their effectiveness in meeting the course objectives? Here are some criteria that will help you better guide your eLearning developer to formulate assessments that accurately measure learning.
Interactivity: Assessments should enable learners to think and exercise their brain cells and help them get involved in the learning process. A very simple quiz or an extremely difficult assessment will not serve the purpose. You need to make sure that they are designed appropriately to suit the intellectual capabilities of your learners.
Items flow: There are many types of assessments such as puzzles, match the following, cloze procedures or multiple choice. The type of assessment used should flow well with the content of the course module.
Guidelines: It is important that learners follow the given instructions. Ensure that instructions given to learners are clear and simple, and if necessary, reinforced with audio.
Feedback: Learners are given feedback after every question and at the end of the course. Check the type of feedback given at each stage, and after the summary of the results is displayed. Ensure that the feedback is encouraging and reassuring to learners.
Learning value: Assessments during the course help learners evaluate their own understanding of the subject matter. Therefore, ensure that a clear cut learning value emerges through formative assessments.
These are some of the criteria for evaluating assessments in eLearning courses. It will help you ensure that the assessments successfully measure the extent to which your learners meet their learning objective.
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E-learning is a cost-effective and an easy way to train employees, when compared to the traditional methods of teaching. So, most of the organizationsare using eLearning to fulfill their training needs. The healthcare industry makes extensive use of the online training medium.
Training managers put a lot of effort while rolling out an eLearning project, as it involves many complex tasks.
As an eLearning professional, I often work with many training managers and admire their managerial skills. It involves a lot of work like training needs analysis, collecting content, dealing with Subject-matter Experts (SMEs) and developing the course for the stakeholders and learners.
Every organization needs to use their resources well to meet business goals and enhance productivity. As we know, the pharmaceutical sector is highly regulated and non-compliance to applicable laws and regulatory norms could be costly. So, you have to train your employees about rules, regulations, standards and recommended guidelines to avoid mistakes.
In my last blog, we have seen how E-learning, webinars and Mobile apps can be used to impart product training. In this blog, we will look at some more methods.
E-learning is the continuous process of learning through electronic media. Instructional design is a systematic process of learning, and this learning facilitates achievement of the intended goals. Many think that instructional design is all about using technology, but this is not the case.
“A major challenge we face today, therefore, is to create a desire in people to learn; and to foster and facilitate this desire throughout their lives.”
- Bryn Holmes(Author, eLearning Concepts and Practice, 2006)
One of the most important factors for organizations to succeed in today’s competitive landscape is the speedy launch of new products. The time-to-market of new products is critical to survive and succeed. Furthermore, the life cycles of most products are getting shorter due to rapid advances in technology.
On the other hand, if your sales employees are not rightly trained on your products, they will not deliver the right message to your potential prospects making it a competitor’s gain.
We all have a child in ourselves, energetic, fun loving and having zeal to explore and win games. In this state, we learn the best because our emotional state is very positive and retention of learning will be at the peak.
How do we bring out the kid in ourselves, while learning a new skill or acquiring knowledge?
Introducing new processes and software applications can be quite a daunting task. Employees are not receptive to change and teaching all the details and minute steps can be time consuming. Conducting classroom sessions might not be a very beneficial solution. Learners will need to set aside time from their busy schedules, and often, this might not be feasible. The limited number of facilitators will also slow down the learning process. Facilitators will also need to travel extensively to teach learners spread all across the globe. All these arrangements take up considerable efforts, time and financial resources.
I would like to pick your brains with a quick question on compliance assessment.
In your experience with assessing compliance topics, is it OK to let learners keep repeating a quiz until they achieve 100%?