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Developing Evaluation Tool for E-Learning
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| Presenter(s):
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| Ga-jin In,
Ewha Womans University,
gahjin@gmail.com
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| Abstract:
As the human Capital becomes more important for creating firm's value, e-Learning is a core method to increase firm's competitiveness in rapidly changing environment. Many firms have converted the current employee education into digital way and increased the investments in e-Learning. This study develops the KAI(Key Activity Indicator) oriented 'Evaluation tool for e-Learning' as a Guideline for continuously checking firm's e-Learning process.
This study develops the framework of e-learning evaluation through 6 steps : 5 key activity dimensions and sub-activities (factors) of e-Learning were identified. And conceptual and operational definition of the factors were presented. Measurement items for each factors were created and were verified by using delphi method. Finally 'Evaluation tool for e-Learning' was suggested (concluding 5 key activity dimensions, 13 sub-activities (factors), and 39 measurement items).
'Evaluation tool for e-Learning' shows managers present condition of operating e-learning and enables them to monitor every sub-activities of e-learning and immediately provide feedback.
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Making e-Learning More Effective Through Evaluation
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| Presenter(s):
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| Carl Hanssen,
Hanssen Consulting LLC,
carlh@hanssenconsulting.com
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| John Mattox,
KPMG,
jmattox@kpmg.com
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| Nicole Green,
KPMG,
ncsantevari@kpmg.com
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| Heather Maitre,
KPMG,
hmaitre@kpmg.com
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| Abstract:
KPMG trains more than 20,000 US employees annually, delivering more than 1 million hours of training. E-Learning comprises 25% of all credits earned. An evaluation was conducted to determine whether the three e-learning modalities (live facilitated events, recorded events, and web-based training) were differentially effective. Analysis consisted of comparisons of satisfaction ratings and test scores for individual courses across modality and years. Three findings were useful for improving future e-learning efforts. First, efforts to train instructors how to use the e-learning platform yielded substantial improvements in satisfaction ratings. Second, WBT and recorded events were equally effective and received better satisfaction ratings than live events. Third, WBT courses were completed in half the time of other modalities. Course developers who opt for interactive WBT over other asynchronous delivery methods will see no drop in effectiveness of the new courses with the added benefit that WBT may be more cost effective.
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Learning for Results: How Evaluation Can Help Corporations in Their Quest for Learning and Business Results
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| Presenter(s):
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| Vanessa Moss-Summers,
Xerox Corporation,
vanessa.moss-summers@xerox.com
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| Abstract:
The purpose of this presentation is to share the Learning for Results Evaluation Model. This model was created to address the gaps in existing corporate evaluation models and frameworks. The focus of the model is to help determine the extent that a human performance intervention has an impact on business results.
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