In her contribution to the "Why and how to evaluate the impact of training" section of the e-learning letter, Alexia Cordier (CEO and co-founder of Fifty) discusses :
- the two main developments that have accelerated the questioning of training effectiveness,
- eDoing solutions to overcome the limitations of traditional training evaluation methods.
"By transforming skills into micro-actions, measurable and time-bound, the learner is then able to objectively evaluate how many times he or she has succeeded in changing a given behavior.
In concrete terms, rather than evaluating a good practice, for example, 'behaving in an inclusive way by listening to everyone', he will be able to determine whether he has actually carried out the following action: 'At my next meeting, I give the floor back to a person who was interrupted'.
Once anonymized and aggregated, the set of learner evaluations conducted through this method can determine the level of implementation of a training program, and ultimately the changes achieved."
Read the full article HERE.