In my previous post I shared my thoughts about how we use ratings and recommendations as part of our evaluation strategies. In fact, I actually talked about how we may now use these as a way to overcome some of the challenges around relying on the traditional evaluation sheet and to increase overall response rates on the basis that something is better than nothing.
But I’d now like to turn back to the evaluation form itself and share what I’ve done in this space, starting a few years ago. Continue reading “Creating Simple but Valuable Training Evaluations”
Amazon…TripAdvisor…ao.com: all sites that use the now familiar five-star rating system for recording satisfaction.
This approach to recording how much we like something has well and truly entered the learning space too and the vast majority of learning management systems (LMSs) now offer learners the chance to rate content this way. It’s quick – no one really has the time to complete a formal training evaluation survey – and as a measure of the learner’s gut-feel, it doesn’t require much reflection and mental processing. It’s also easy to analyse and very simple to present in reports and provides the stakeholders with an instant barometer of a training programme’s success.
So looked at pragmatically – with the never-ending focus on evaluation – using a five-star rating makes a lot of sense. Or does it? Continue reading “Ratings and Recommendations”