You devote all these resources to your e-Learning program, so you want to know if it’s working, right? Measuring your e-Learning return on investment (ROI) is one way of justifying the decision, and for improving performance in the future.
But how do you measure the effectiveness a program? Here are five ways:
#1 Use Assessments
A test pre and post-training will allow you to compare the scores and check if the online training has had an effect on performance. The assessments can take the form of an online test, a written test or even a practical assessment to check on knowledge and ability to perform tasks.
You don’t need to wait until the end of the training to conduct the assessment. If your e-Learning program has several modules, you could perform the evaluation after employers have completed the first few modules. This will give you a good idea of whether the information is being understood and retained. If results aren’t as positive as you had hoped or you have identified a weakness, you can fine-tune the content in the remaining modules. If you are happy with the results, then you can be confident that the program material is pitched at the right level.
If the training material is all new (such as induction training), just do a post-training assessment to test their level of retention and gaps in knowledge. Continue to refine the eLearning program after each group of new staff has completed the training and evaluation.
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#2 Use Surveys
A fast and cheap method to get feedback from staff is to send them a survey. Google Forms (free) and SurveyMonkey are great survey platforms, or you could email out a Word document.
A survey gives you the opportunity to ask the staff what they think of the e-Learning program and gain feedback on how it can be improved. If you are concerned that the survey may give you limited feedback, do a test first. Send the survey to a small sample. Based on the responses, you can vary the questions before forwarding it to the larger group.
The survey can also ask people to rank their level of knowledge or confidence in an area to decide if the program needs refining and if further training is required.
#3 Focus Groups
Focus groups can be used for testing pre-release, and for feedback post-release. Set up one or more groups of employees from a variety of management levels and areas of the business to discuss their thoughts about the e-Learning program. Staff will appreciate the opportunity to give their feedback and should improve ‘buy-in’ on the program. The focus group could be run by an internal staff member, or you could outsource it to a company that specialises in facilitating focus groups.
The group should be able to tell you what worked/didn’t work about the program, what they liked/disliked, what their knowledge gaps are and what they would recommend for the next eLearning Program. Focus groups have the advantage of tailoring questions as the meeting progresses. If one area needs further exploring to gain more detailed information, the facilitator can spend more time on it. A written survey doesn’t have the same flexibility.
#4 Use the Program’s Analytics
Your e-Learning program should have analytics built in to capture users’ actions. If you need to know how many have completed the training, details of their incorrect answers and scores and time spent tackling problems look no further than the back-end of your program.
A good Learning Management System (LMS) should give you all the stats you need. This information is everything you need to send reminders to people to complete the training, discover which parts of the training are harder than others and how long the course takes to complete.
#5 Calculate e-Learning ROI
At the end of the day, an e-Learning program must deliver a return on investment.
You might argue that the return on your type of staff training can’t be calculated. If it’s for compliance, induction or OH&S, there is still some way of calculating a cost for not conducting the training vs the investment you have made in the program. Calculate the benefit of avoiding hypothetical compliance risks or the cost of hiring new staff due to a low retention rate caused by poor inductions or the savings made by improving the organisation’s safety record in both dollar and human costs. It then makes calculating the e-Learning ROI much easier.
CASE STUDY: Woodside Energy e-Learning Suite
If you’re looking for e-Learning production to help your organisation achieve its goals, don’t hesitate to get in touch.