Evaluating what people learnt (Evaluating training, part 3)

This blog page is part 3 of a 5 part blog series on evaluating training. Follow this link to find the mother page (page 1).

 

If you want to assess learning, you need to test competence

The way I define competence gives an immediate idea on how to measure it:

  • “Having the necessary knowledge, skills, attitude and resources to achieve (business) results”

 

This means that assessing competence will require:

  • Knowledge assessment, using tests for example
  • Skill testing, either in a controlled environment or on the job (I prefer the latter)
  • Attitude assessment, which would be mostly done by observing behaviour and having conversations with people

We don’t talk about assessing resources here… that is only included in the definition to note that people cannot be expected to DO things if they don’t have the resources (unless the competence is proactivity 🙂

 

This blog series is split into 5 parts. Choose one of these links to read more…

 

@dan_steer

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About Dan Steer

Wandering corporate trainer, learning and development consultant, conference speaker and professional El-Magico. I help people get better at stuff by creating and facilitating Infinite Learning © opportunities. The world would be a better place if everyone was doing what he loved and doing it well. I am working to bring out the "El Magico" in everybody. Training in presentation and communication skills, leadership, social media for learning and marketing, learning and development management + personal effectiveness.

Posted on December 2, 2011, in Learning Management, Resources and tagged , , , , , , , , , . Bookmark the permalink. 6 Comments.

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