Kirkpatrick's Four Levels of Training Evaluation

frequency and pattern of accessing the course • number of pages or modules accessed • assignments submitted • participation in online chats and discussions • rate of progress through the course • answers to polling questions.

If something is measured, it means it is important. While it may not truly follow, this gives the impression that what is not measured is not important.

Most work is performed by teams. So, craft your evaluation techniques to capture both the results of the team and the contribution of the individual.

Once the critical behaviors are defined, the threshold of acceptable performance levels should be determined.

If the nature of the training program is such that attitude about performing the required skills on the job is in question, it also makes sense to include a related item in the post-program evaluation.

By definition, it is some combination of the organizational purpose and mission, combined with the financial reality of sustained existence and success.

In evaluation, balance anonymity and accountability. Sometimes, but not often, online discussions go horribly wrong when insecure individuals, cloaked in electronic anonymity, say things they would never say otherwise.

At a higher level, two major categories arise in this view of m-learning: 1) augmenting formal learning; and 2) supporting performance

Once stakeholder expectations are clear, learning professionals then need to convert those typically general statements into observable, measurable leading indicators by asking the question, “What will success look like to you?”