E-learning Evaluation
The Problem
The adaptation of a new e-training program have brought questions of performance gaps in our orientation program to light and have brought into question the usefulness of an e-learning system and weather we should proceed with a more classical training approach in this area. The importance of the information conveyed in this training, such as fire evacuation points and health coverage options, combined with the need to create a positive first impression for new employees makes this program a high priority item. As it can affect workplace safety as well as company liability regarding the mandated OH&S training in these fields, it is critical that we ensure that the program is at maximum effectiveness and are able to distinguish training gaps as a result of program delivery or other variables.
As employee training and employee orientation are roles of the HR department, it would seem clear that the responsibility for evaluating the effectiveness of the delivery of this training should fall under the same department. Institution and evaluation of new training systems is something that we should always consider a high priority, but these evaluations are generally carried our as part of the delivery model and not as an afterthought, as in this case.
Common Methods for E-learning Evaluation
Recent writings in the areas of e-learning support a five faucet evaluation of the e-training program and its effectiveness, but it should be noted that this is still an emerging field. These evaluation areas can be considered common industry practice: (1) (2) Reaction Learning
Behavior Results
Return on investment
These areas of focus are considered in context of several factors such as the learner, technology, instruction, instructor, institution, and community (1) to create a rich matrix of evaluation for the program effectiveness and delivery. ROI can be difficult to calculate and so has been grouped in with results in a number of methods of analysis.
The adaptation of a new e-training program have brought questions of performance gaps in our orientation program to light and have brought into question the usefulness of an e-learning system and weather we should proceed with a more classical training approach in this area. The importance of the information conveyed in this training, such as fire evacuation points and health coverage options, combined with the need to create a positive first impression for new employees makes this program a high priority item. As it can affect workplace safety as well as company liability regarding the mandated OH&S training in these fields, it is critical that we ensure that the program is at maximum effectiveness and are able to distinguish training gaps as a result of program delivery or other variables.
As employee training and employee orientation are roles of the HR department, it would seem clear that the responsibility for evaluating the effectiveness of the delivery of this training should fall under the same department. Institution and evaluation of new training systems is something that we should always consider a high priority, but these evaluations are generally carried our as part of the delivery model and not as an afterthought, as in this case.
Common Methods for E-learning Evaluation
Recent writings in the areas of e-learning support a five faucet evaluation of the e-training program and its effectiveness, but it should be noted that this is still an emerging field. These evaluation areas can be considered common industry practice: (1) (2) Reaction Learning
Behavior Results
Return on investment
These areas of focus are considered in context of several factors such as the learner, technology, instruction, instructor, institution, and community (1) to create a rich matrix of evaluation for the program effectiveness and delivery. ROI can be difficult to calculate and so has been grouped in with results in a number of methods of analysis.
Cited: 1. A Systemic, Flexible, and Multidimensional Model for Evaluating E-Learning Programs. Mungania, Peni and Hatcher, Tim. 2004, Performance Improvement, pp. 33-39. 2. E-Learning: evaluation from an organization 's perspective. Kathawala, Yunus and Wilgen, Andreas. 2004, Training & Management Development Methods, pp. 5.01-5.13. 3. E-learning: The Relationship Amoung Learner Satifaction, Self-efficacy, and Usefulness. Womble, Joy. 2008, The Business Review, Cambridge, pp. 182-188.