E-learning has brought about incredible benefits in the world of commerce in terms of saving time, improving expertise related to business goals, enhanced workflow, as well as greater staff development. Nonetheless, some companies complain that their employee e-learning program is not meeting their expectations. Today, we focus on how you can evaluate the success of your corporate e-learning course.
How Do You Know That Your E-learning Course Has Been Successful?
The ultimate goal of an e-learning course is to deliver effective learning. To ensure that you have achieved this goal after delivering the course, check these metrics:
- Reaction To Learning
- Behavior Change
- Results and Impact
1) Reaction to Learning
Reaction to learning aims at assessing the level of satisfaction, interest, as well as engagement of learners. It measures the learner’s thoughts and feelings about the e-learning course. You can conduct this assessment through feedback forms, reaction surveys, or questionnaires. These normally determine the categories to measure, using scales of satisfaction, like excellent, good, and poor.
This assessment conveys vital information about the overall quality of the course. This allows you to make immediate adjustments. The information may include the material’s quality, instructor’s performance, and the quality of the content.
The main goal of this phase is just an endorsement by the course participants. It focuses on identifying any substantial problems, rather than determining the ultimate efficiency of the employee elearning training.
This second metric seeks to measure the knowledge, skills, confidence, attitude, or commitment acquired by learners. It is essential to assess the degree of learning achieved by learners after participating in a training process.
You should perform this evaluation before commencing and after finishing the course. This is in a bid to compare the improvement in knowledge and evaluate what changes have occurred. The aim is to see if the learners have actually attained the knowledge and skills they were supposed to during the course.
The assessment generally comprises:
- A written test to examine knowledge and attitudes
- A performance test to gauge skills
Nonetheless, you should consider using case studies, scenarios, sample project evaluations, etc. instead of using only test questions.
From this evaluation, you can identify the areas where the course succeeded as well as where it failed. You can then be able to plan other strategies or techniques to improve the quality of e-learning in your future programs.
3) Behavior Change
This metric measures whether or not learners use their newly acquired knowledge on the job. It evaluates the change in behavior and how the course affects performance.
According to the New World Kirkpatrick model, to realize knowledge transfer, learners need incentives. These incentives need processes that reward and underpin the performance of various critical behaviors. They not only encourage learners to apply what they have learned to their jobs, but they inspire a sense of responsibility among those who effectively perform the behaviors as well.
In the end, tangible incentives are the driving force to work. Learners who get actual rewards for learning and applying newly acquired skills to improve their performance have a higher chance of putting the amount of effort necessary to change their behavior.
You can evaluate behavior change through performance benchmarks, observations, interviews and surveys to learners, their immediate seniors, peers, subordinates, among others who could be involved in the behavioral change process.
4) Results and Impact
Lastly, you can measure if the employee elearning has been of any significance in improving business results. Did the training experience, as well as follow-up reinforcement achieve the targeted outcomes?
While most businesses talk about Return on Investment, or ROI, New World Kirkpatrick Model focuses on Return on Expectations (ROE), which is a more useful concept. ROE’s wider focus on expectations ensures longer-lasting results as opposed to ROI’s constricted focus on money.
The value that an e-learning program should deliver is usually defined by stakeholder expectations. Thus, you can accomplish this step by interviewing those who are in charge of the expected outcomes. For instance, you can request information from managers and supervisors about the number of rotations, prior to and after delivering the course.
In order to run a successful employee elearning program, it is imperative that you negotiate with the business stakeholders to ensure that their expectations are realistic with regards to the available resources. You have to ask the stakeholders questions that clarify their expectations based on the four assessment levels.
Given that stakeholders’ observations are usually general, you have to convert them into observable and measurable success outcomes. You can ask them how they expect success to look like. You will then use these outcomes as the results for the final phase of evaluation, as well as your collective targets for realizing an ROE.