Source: theHRDIRECTOR
Date: December 2006

Effective training requires the facilitation of the best media to develop a particular skill. Assessment of training delivered should also be cross media. However it should not necessarily match the training media used – consider at what level the impact on training should be felt and measure at that point.

• Online assessment is excellent for measuring factual knowledge and understanding. On this basis, e-learning systems are extremely useful for compliance training and even providing evidence of compliance among employees for regulating bodies.
  
• Online assessment is good for self-motivated study i.e. the individual engages in an assessment in order to see where their own skills require improvement. Face to face or paper based assessment is better for externally motivated study – for motivating individuals towards skills for organisational strategy and targets. Employees need more context and hands on support to understand and aim for these learning outcomes.
  
• More assessment tools have migrated online – from resources such as 360 degree feedback to psychometric feedback. Wherever and however assessment occurs, both reviewer and reviewed must understand entirely the process they are to follow before they engage in the activity.
  
• Whenever individual assessment occurs online, the employee needs clear assurances that personal or sensitive information will only be shared among staff who need to see it.
  
• Always set assessment parameters when designing training interventions. What does success look like, where will it be detected, how quickly should change be detected? Do you require behavioural change or an increase in knowledge? It is only by understanding what the training should achieve, that it is possible to design and implement the right training intervention.