When constructing a test, consider the fact that not only will you gain clarity on the level of learning that has taken place; students will also have a better idea of their level of learning. Ideally, the test will help them determine the areas that will require further study. Corporate training is not always assessed by a test because many trainers feel that there performance on the job will be the ultimate test of their learning. While that is true, a well structured test will give you an instant assessment of their learning of the key concepts if given at the end of the training.
Accurate Results
The test must provide accurate results. You may want to consider testing with some quantifiable measures in order to gather statistics on the level of learning e.g. using multiple choice testing and then gathering the statistics on the number of correct answers selected. If the questions yield very different responses from participants and yet they are all correct, look at rewording the test question so that there is one correct answer. To assess how the learning will improve job performance and to show direct application of the knowledge gained, choose questions that test practical application of the learning.
Consistent Results
To compare results to the test over time, the test must be administered in a consistent way. Participants groups from workshops or courses over time should yield similar class averages and pass/fail rates. To be consistent, especially when multiple people are grading the tests, it is imperative to create an answer key that is clear and concise to avoid confusion.
Objective Questions
The questions should be free of bias or hint at the answer in any way. The test administrator must remain impartial to allow for objective results.
Simple and Practical
If the test requires a great amount of time, energy or resources to administer, it will not be a practical test. Look at simplifying the process so that the test is not cumbersome. If you don’t, you may find that other trainers will opt out of administering the test.
Assessing learning by testing adult participants in corporate training can offer insights into ways to improve the training and/or the delivery of the training. If the learning of key concepts is not reinforced by the test results, then either the training needs revision or the test – or in some cases, both need to be reviewed. Consistent, quantifiable test results can also help support resource allocations and the return on a training investment.
