Learning Measurement 5 — E-Learning’s Role in Measurement

What can e-learning add to measurement?

What can e-learning add to measurement? Does e-learning have unique capabilities that enable it to improve learning measurement? I think it does. Here’s a short list:

  1. E-learning can capture more data more easily than classroom training.
  2. E-learning can capture data during the learning program—not just at the end of the learning event—in a manner that the learners feel is a seamless and natural part of the event.
  3. E-learning can track incoming proficiency through the use of pretests to determine whether the learning program actually meets a need, or determine who it meets a need for.
  4. E-learning can collect data in a manner that can give learners comparison data while they complete an assessment.
  5. E-learning can collect data on learner behaviors during the learning (for example, the click journey, time per screen, etc.)
  6. E-learning can track pretest to posttest changes.
  7. E-learning can randomly assign learners to program versions, making methodological comparisons possible. For example, a program version that uses immediate feedback can be compared to a program version using delayed feedback to determine which method is more effective.
  8. E-learning can capture on-the-job performance data, including learners’ self-ratings, manager ratings, direct-report ratings, etc. This capability puts the focus on on-the-job performance, where benefits can accrue from management oversight and coaching, self-initiated development, and peer learning.
  9. E-learning, because it can access and track learners at more than one point in time, can measure how well the learning intervention has performed in creating long-term remembering.
  10. E-learning can capture data even when learners don’t know the learning program is being assessed. For example, the learning program can capture data when the learners think they are simply getting practice on the learning material.
  11. E-learning can track learners as they move from the training event to the workplace. For example, e-learning programs can track learners’ goals to implement what they have learned to see how successful they have been in transferring the learning to the job.

With this power, comes responsibility, and a damn fun challenge. You can read my call-to-action later in this series and in the e-learning Guild Research Report as well.

The Measurement Series Continues Tomorrow…