Gone are the days when you have as much time as you need to deliver an effective training class. Few businesses are willing to dedicate the time necessary for people to learn new skills. After all, proper training is time consuming, expensive, and organizations need to operate as efficiently as possible. You have likely experienced this first hand in conversations with business managers in which you explain why a class requires four hours, while the manager tells you she can only give you ninety minutes.
It's about the time of year that we used to get all worked up about grades and cramming for finals. But if you thought taking tests was hard — how about writing them? We know that quizzes play an important role in workplace training, helping people clarify, pull out, and retain important bits of information, and of course assessing their grasp of the material, as well.
Testing employees on their comprehension of online training and e-learning materials is often thought of as something of a necessary evil. I mean, nobody especially likes taking a test, right? But by spending a little extra time thinking about why and how they're designing a pre- or post-training quiz, designers can transform what was once a dull formality into a fantastic learning opportunity for both the trainer and the trainee.
For as long as Return on Investment, or ROI, has been a prevalent concept in business, it's also been a fixture of workplace learning and performance. But no longer a welcome one. What started as a concept that had value -- namely, the need for the work of trainers to be more linked to business performance -- has in many ways devolved into something more dangerous -- a cliché. Here's a look at the reasons why, and how training and learning in the workplace truly ought to be measured.
Enrich Your E-Learning and Training Courses With Brain Teasers — and Track Your Trainees’ Results
When I first started as an education director, our company’s only training program was really routine and systems-focused. Employees used to groan and roll their eyes when I talked about it. People thought workplace education was a requirement — a chore — and über-boring. And it was.
The following article was written by Derek Singleton of SoftwareAdvice.com. The original can be seen here. Article republished with permission.
You've invested money and energy in building an education department, or at least in training materials. You've been open to hearing about what employees need to better do their jobs. Maybe you've even allowed time off for workers to sit in on webinars, or conferences. But despite it all, some employees just don’t seem to absorb your training message. Why?