Advantages of online assessment method
Performance management training is the lifeblood of your organization. It identifies issues that compromise your brand image, monitors employee development, and corrects behaviors that are not conducive to your success. But how do you know in which case employees need to work to improve and enhance work efficiency? Multiple-choice tests can measure how much they have achieved, but not how well they have applied knowledge. Fortunately, the following 6 online assessment methods can track employee growth and identify hidden vulnerabilities that affect their work performance.
1. Detailed task simulation
Performance management simulations are often used for misleading learning. Employees can take all the risks of their choice, at least in the real world, without thinking about the reaction. However, they are a great way to evaluate employees’ responses and discreetly identify pain points. For example, a trainee makes numerous mistakes during a task simulation and annoys a client or annoys a coworker. They instantly know where they need to improve and how their actions translate into real-world settings. Use realistic challenges, character and surroundings to immerse them in a situation. You want them to feel that they are part of the action, so that your LMS data is accurate and truly reflects their performance.
2. Decision-making situation
Employees must be able to make on-the-spot choices based on their experience and training. They do not have the luxury of telling a client to wait five minutes to find the answer to a question, or to participate in a simulation to build the skills they need right now. Decision-making situations test their ability to apply what they have learned and use their skills in a variety of contexts. They are under pressure and need to have their intelligence about them in order to achieve the desired results. If that doesn’t happen, it’s still a way to get more involved with the community. Of course, instead of highlighting their shortcomings and giving them a low-key feel, you should offer complementary training tips that may be helpful.
3. Peer-based Q&A
Schedule a live peer question and answer session where one of the trainee colleagues asks questions. The person hosting the event must know their things to teach others. Otherwise, participants will challenge their assumptions and fill in the blanks for them. Only preparation for the event will strengthen the knowledge and improve their understanding of a subject. For example, they are hosting a Q&A about a new warehouse policy or sales process. They must understand all the key takeaways and put them into their own words. Then, identify which areas cause the most confusion and which and all questions participants can ask. For best results, encourage participants to ask questions during the live session. Then, you will get more spontaneous and authentic answers from the trainees because they cannot see the questions beforehand.
4. Phil-in-the-blank real-world examples
Real-world examples typically help employees allocate money and create a relevant foundation for training. However, you can skip the last one and turn them into an online assessment. Then, ask employees what they will do to achieve the best results, even what they can do differently than the narrator to improve productivity. Throw in some of their curves in the form of missed steps or inappropriate use of policy to see how they respond. Another way is to include your own anecdotes (complete with valuable life lessons) and then ask employees to point out what skills were involved as well as the subtle mistakes you made and the best ways to avoid them in the future.
5. Employee-created assets
It’s a spin on peer-based quizzes, but you’ll find a student-generated library outside of the deal. Invite staff to create their own resources based on areas for improvement. Usually, you ask them to focus on their strengths. But the goal here is to fill in the blanks and get them out of the comfort zone. They must brush on a topic to develop meaningful content that is accurate and purposeful. It can be an eye-opening experience because it tends to challenge their personal beliefs and assumptions, not to mention the misinformation they have learned in the past. Resources created by employees can range from tutorials and podcasts to slideshows and simulations, depending on their technical skills and topics. Compile all the content they create and upload it to a repository so they can collect peer feedback as well as get evaluations from trainers or managers.
6. Video reflection
Share a demo video and then ask employee input. Will they change anything about how a task was performed or how an actor handled the situation? Was there any performance behavior that stood out? Did the video demonstrate proper use of company policy or was there a clear violation? High levels of self-reflection are involved in performance management. The deepest feedback often comes from employees, as they discover new things about themselves and their habits. The video can help them see the wrong way. But it does allow you to evaluate what they know and if they can objectively assess the situation up front.
Performance appraisal through online appraisal
Assessing employee performance in a distant training environment is no small feat. You cannot physically perform their function or display their product knowledge on the sales floor. But you can conduct an online assessment to determine what they know and whether they are able to use it in the workplace; If they could take all those theories and protocols from a course and transform their performance into behavior and habits. So, use these online training assessment methods to test your employees from anywhere in the world
Does your current LMS support interactive online assessment? If not, use our free online directory to find a tool that fits your performance management strategy without going over budget. When used for a stress-free search process, filter results by price model and industry