Short tests and multiple-choice tests can be also used on this stage. The most effective way is to test employees’ performance using software programs like an automated tutor. Trainees select only from pre-defined answers. Students engaged with given activities by typing text-based answers and receiving a response from the interactive system. An automated tutor analyzes the trainees’ input and provides feedback with respect to specific errors made. This type of assessment allows trainers to save time and provide immediate feedback for both employees and trainers. A further enhancement of this interactive course support system included trainee modeling, which tracked ongoing performance, kept a record and adjusted the system decisions accordingly.
For example, the level of feedback needed for the trainee is determined by the student model, and the difficulty of subsequent exercises is selected by the trainee model in response to previous performance (Barrington, Reid, 1999). The structure and content of the final assessment is the most important part of the training program because it shows the effectiveness of training and determines if participants have passed or failed the program.
The main assessment tools involve written work, oral work, and practical work. The questions on written papers vary in the extent to which the form and content of the employees’ answers are prescribed by the trainer. The question may require a single word to be provided by the employee. This might be based on the recall of a single piece of factual information which limits the range of possible answers, frequently to one. If a recognition test is used, by giving two or three incorrect and one correct answer complete objectivity in marking is assured.
Recognition tests need not be limited to factual information. True/false statements can be used, with conditions attached as necessary, so that the employee’ s understanding of the question is being tested even though their answer may take the form of ticks in boxes.
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