A completion rate of 100% for a course in elearning does not necessarily mean that the training was perfect. And then, as we hear constantly on any subject, it is always possible to do better. It is essential to evaluate your e-learning training to validate if it meets its objectives, if the content is relevant and delivered in the right way to learners for maximum effectiveness. Here are the essential steps to assess and determine the return on investment of e-learning training.
Step 1: Does the training meet the objectives?
To determine the effectiveness and relevance of training, Clear and measurable goals must first be identified. Here we are not reinventing the wheel. To evaluate an e-learning course, you need to ask yourself the following question: Do the content of the training and the way in which it is delivered meet these famous objectives? For example, we want learners to incorporate a new habit into their work process at the end of a training course. Does this training give learners all the means to understand and implement this new habit? Does it allow it to be put into practice? In summary, does the training content and the manner in which it is delivered serve the original purpose (s)?
-> What actions should be put in place?
1 - Evaluate each training module keeping in mind the final objective (or the objectives if there are several)
2 - Eliminate or modify superfluous parts, which belong more to the interesting than the indispensable
Step 2: Is the training engaging enough?
Interactivity is an essential criterion for e-learning training. It is it that will keep learners engaged with the content and promote better knowledge retention. Moreover, this is probably the first criterion for the effectiveness of a training course, whether it is provided in e-learning or not. To assess an e-learning course through the prism of commitment, all you have to do is look at the interactive elements it offers. Are there quizzes, challenges? Is the learner passive or active throughout the training? Does the training include elements of Gamification ? From Social learning ? Continually, is the training design lively and user-friendly? Does it make you want to come back? An e-learning course is attractive if its content is presented clearly, without unnecessary design elements that distract the learner's attention. Finally, as we know that attention declines with time, the duration of training is a central commitment criterion. In an e-learning course, it is considered that the effective duration for a maximum engagement is between 15 and 30 minutes per subject.
-> What actions should be put in place?
1 - Identify interactive modules and passages (quizzes, challenges, etc.); if they are rare, it's a bad sign
2 - Do learners have regular opportunities to interact with their peers during the course of training?
3 - Does the training use gamification to mobilize learners?
4 - Is the duration of the training modules compatible with the support? Or less than 10 minutes for mobile learning and less than 30 minutes for a subject in a long format?
Step 3: Evaluate an e-learning course through browsing experience
We can offer the coolest and most attractive training, if navigation does not follow, the chances are great that we will lose the learners along the way. In e-learning, A good browsing experience starts with language. Is this training accessible to all the learner profiles for whom it is aimed? Can learners easily understand the instructions listed for them? Does the training use jargon that some might not understand? If the training is provided for learners of different languages, are the translations correct? Finally, is the content as such suitable for everyone, can it contain elements that are potentially offensive from a cultural point of view? The same question if we use humor, especially in an international context. Moreover, a browsing experience also involves these technical irritants. The e-learning training interface must be intuitive and free of defects. We think in particular of problems with displaying content, links or buttons that may not work properly... In short, to assess an e-learning course, a sense of detail is essential, every detail of the training course must be flawless so as not to hinder the learner's experience and engagement.
-> What actions should be put in place?
1 - Check the language elements and the understanding of the contents and instructions, for all the languages in which the training is provided
2 - Validate the sociocultural adequacy of the training content with all the audiences who follow it
3 - Verify the browsing experience from a technical point of view
Step 4: Is the training effective for learners?
Who is better placed than the group of learners themselves to assess an e-learning course? To do this, several ways to do this. A first would consist of test the training on a group of learners, beta-testers, in order to gather feedback on the training and make possible improvements. The other way would be to simply continuously monitor the effectiveness of the training On the learners, in order to identify possible areas for improvement or correction. In this context, the kirkpatrick model is a comprehensive model that makes it possible to judge the relevance of training at several levels. It makes it possible to analyze the reaction of learners to training, the knowledge or skills acquired, the way in which they are applied in the workplace (changes in behavior at work after training) and finally the impact of training on company results. As part of this evaluation, it is also recommended to involve and interview managers.
-> What actions should be put in place?
1 - Before starting the training, test on a group of learners in real conditions
2 - Systematically submit a training evaluation questionnaire to learners at the end of the training
3 - Gather feedback from managers to validate the implementation of achievements
