Re: Measuring results with your WBTs

[Beth Agnew <beth -dot- agnew -at- senecac -dot- on -dot- ca>]

Are you talking about beyond pre-tests and post-tests? I have been able 
to make it very clear to clients that the WBT has had an effect by 
comparing pre-tests (before the student attempts the course) with 
post-tests (immediately after course completion) and interval post-tests 
(after 3 months or 6 months, etc.). You can give the exact same test, or 
test for the same information in different formats so that you avoid the 
rote memory factor.

You can also collect anecdotal data by surveying course participants. 
Ask them if they feel they gained anything, what they gained, have they 
been more effective on the job, etc. This could then expand into 
compiling KPIs (Key Performance Indicators). You could ask supervisors 
if trainees' performance on key areas that you train for, and even other 
business critical areas such as communication, have improved. Obtaining 
data from both the trainees and supervisors balances the results 
somewhat. If you have a trainee who felt as though they got a lot out of 
the training, but the supervisor hasn't seen improvement in KPIs, then 
the training may have been enjoyable for the individual but doesn't 
translate into a performance gain. That may or may not be the fault of 
the training itself, and would need further review.

Cheers,
--Beth

Christian -dot- Walters -at- cox -dot- com wrote: