{"id":11732,"date":"2022-02-07T18:20:00","date_gmt":"2022-02-07T18:20:00","guid":{"rendered":"https:\/\/www.naylor.com\/associationadviser\/?p=11732"},"modified":"2022-02-14T17:22:25","modified_gmt":"2022-02-14T17:22:25","slug":"implementing-elearning-into-your-association-here-are-the-fundamentals-part-2-of-3","status":"publish","type":"post","link":"https:\/\/www.naylor.com\/associationadviser\/implementing-elearning-into-your-association-here-are-the-fundamentals-part-2-of-3\/","title":{"rendered":"Implementing eLearning Into Your Association? Here Are The Fundamentals (Part 2 of 3)"},"content":{"rendered":"

Welcome back to our three-part blog series where we discuss the fundamentals of implementing eLearning into your association. From an instructional designer\u2019s perspective, there are three important questions to ask before choosing an LMS:<\/span><\/p>\n

1. What do you want your learner to know?\u00a0<\/b>
\n2. How will you know if they know it?\u00a0<\/b>
\n3. What will you do if they don\u2019t?<\/b><\/p>\n

In our <\/span>previous installment <\/span><\/a>of this series, we focused on the first question, \u201cWhat do you want your association members to learn?\u201d<\/span><\/p>\n

Now, Question Number Two: How will you know if they know it?<\/b><\/p>\n

Well, <\/span>Kirkpatrick\u2019s Four Levels of Training Evaluation<\/span><\/a> is an excellent place to start. It\u2019s a world-renowned method that helps one evaluate the results of any learning program, assessing both formal and informal training methods and breaks them into the following four levels:<\/span><\/p>\n

Level 1: Reaction<\/b><\/p>\n

The degree to which participants find the training favorable, engaging, and relevant to their jobs.<\/span><\/p>\n

Level 2: Learning<\/b><\/p>\n

The degree to which participants acquire the intended knowledge, skills, attitude, confidence, and commitment based on their participation in the training.<\/span><\/p>\n

Level 3: Behavior<\/b><\/p>\n

The degree to which participants apply what they learned during training when they are back on the job.<\/span><\/p>\n

Level 4: Results<\/b><\/p>\n

The degree to which targeted outcomes occur as a result of the training.<\/span><\/p>\n

At level 1, you are establishing if your members like the eLearning program. Was it easy for the participant to get into it? Did they find the material relevant? These are important parameters that set the tone for your members\u2019 overall learning experience and are usually accomplished through surveying the learner at the end of the experience.\u00a0<\/span><\/p>\n

At level 2, you are discovering if there was an outcome that resulted from the learning experience. Did the member learn new content from this? Can they pass a knowledge-based test or can they demonstrate a skill? Most of the time, level 2 evaluation methods are accomplished by having the learners take a test, write an essay or video themselves using or talking through the use of a tool.\u00a0\u00a0<\/span><\/p>\n

Most learning evaluation methodologies stop here. But if we dig deeper we can really see the impact our training programs create.<\/span><\/p>\n

At level 3, you evaluate whether or not your members\u2019 behavior fundamentally changed. This is where you see real differences in the lives of your learners.\u00a0 For example, you can survey your learners or their supervisors to see how much of their learning has stuck with them over time and how their behavior changed in the short and long term?\u00a0\u00a0<\/span><\/p>\n

At level 4, you see just how effective the eLearning program was. Did your members\u2019 behavior create the outcome you desire such as fewer on-the-job accidents? Getting to this level of evaluation can be tricky.\u00a0 But as an association, you have member organizations who would likely gladly partner with you to do a brief study to determine how your association training impacts their company.\u00a0 And from there you can determine the impact your learning has on an entire industry.\u00a0<\/span><\/p>\n

As an example, let\u2019s look at a construction company that instituted a mandatory hard hat policy while on the job site. After the eLearning program, the company can conduct questions of the workers like:<\/span><\/p>\n

 <\/p>\n\n\n\n\n\n\n\n
<\/td>\nQuestions<\/span><\/td>\nResponses from the learner<\/span><\/td>\nEvaluation Method<\/span><\/td>\n<\/tr>\n
Level 1: Reaction<\/span><\/td>\n\u201cDid you attend the training on wearing your hard hat?\u201d<\/span><\/p>\n

\u201cDid you enjoy it?\u201d<\/span><\/p>\n

\u201cWas it relevant to you?\u201d<\/span><\/td>\n

Yes\/No<\/span><\/td>\nLearner Survey<\/span><\/td>\n<\/tr>\n
Level 2: Learning<\/span><\/td>\n\u201cHow often do you need to wear your hard hat when on the job site?\u201d<\/span><\/td>\nAt all times. If I am inside the construction site.<\/span><\/td>\nMultiple Choice Final Exam<\/span><\/td>\n<\/tr>\n
Level 3: Behavior<\/span><\/td>\nHow often do you wear your hard hat?<\/span><\/td>\nAlways, when on the construction site.<\/span><\/td>\nLearner survey or\u00a0<\/span><\/p>\n

Supervisor survey<\/span><\/td>\n<\/tr>\n

Level 4: Results<\/span><\/td>\nHave there been fewer head injuries?<\/span><\/td>\n10% fewer head injuries since implementing the training<\/span><\/td>\nWorkplace safety data<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

The exciting thing is that, from an instructional design perspective, associations can directly align a particular eLearning program to net the particular result they want to see.\u00a0<\/span><\/p>\n

The Importance Of Understanding Metrics With An LMS<\/b><\/h3>\n

When applying the Kirkpatrick method and reviewing the metrics after creating your particular eLearning module, you can:<\/span><\/p>\n