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Types of Qualitative and Quantitative assessments you can use in your eLearning course Canva

Types of Qualitative and Quantitative assessments you can use in your eLearning course

Written by  The Dubrovnik Times Dec 14, 2022

The main concern for HR and L&D teams when thinking about developing an eLearning course is how to evaluate whether or not the employees truly learned anything from it. They have every right to be concerned because online education can occasionally be very deceptive. You can never be sure if an employee actually finished the course on their own. 


A simple test after each module, video, or segment is the answer to your question. Many LMSs allow you to creatively organize tests in order to assess the employees and also to ensure better retention. 


If you think the only test that can happen online is Multiple Choice Questions, then you are far away from the truth. There are many types of tests you can conduct to assess different parts of the course. Using different types of assessments will also help you keep things interesting for the learners. 


Conducting Quantitative or objective tests online is rather easy but little did you know that there are ample ways of conducting Qualitative or subjective assessments. 


Before we take a look at some types of assessments you can use in your course, let's understand the 6 main objectives of any test. Knowing your objective is important because it will help you decide what type of test you want to take and also how to frame the questions for the same. 


The 6 main objectives of any test are: 



When you want to know if your employees recall what was completed in the last module. For example, you are conducting an HR onboarding program through an LMS and the first module is about the code of conduct followed in the company. You definitely want your employees to remember all the points discussed in the video hence a small test to see how much they remember would be great. 



Just memorizing some stuff isn’t sufficient for certain topics. You have to figure out if they actually understood the stuff. You can either go for a qualitative exam or twist the MCQ questions in a way that people who have not understood the topic won’t be able to answer the questions. 



Then there are some topics for which only theoretical knowledge isn’t enough. Your assessment should allow learners to apply what they have learned in practical situations. 



The objective of your test could also be to make your employees connect the dots and try to find an acceptable conclusion. 



Your test may also be designed to gauge how well the employees can judge a certain situation and options.



At a certain point, an employee will have to go beyond analyzing and repurposing the old stuff and create their own thing. An appropriate test can be used to determine whether your staff are capable of producing something on their own using all the information available to them.

So, these are the objectives behind most tests conducted by course developers. Before you start scratching your head to come up with interesting assessment tests, I want you to decide what you want to achieve with this test. Once you have an objective you can design your test. 

Here are some ways other than MCQs in which you can assess your learners. 


Arrange in the correct order 

A very basic type of assessment is where you ask the learners to arrange things in the correct sequence. For example, you can ask your learners to arrange the process of exporting data from some software in the correct order. You could also request that they create an event timeline with the given options. 


Only knowing the definitions and processes isn’t enough, you want your employees to think on their feet and make decisions. Your question can be a made-up scenario and based on this scenario you could ask them some questions. Such scenarios can be used excellently for problem-solving. For example, in your scenario, you describe a situation where the software is not responding as it should. The options could be the possible actions one can take. 


Instead of giving options you could also make these questions open-ended and ask the learners to write what they think is the best solution to the problem mentioned in the scenario. 



If you are conducting a long-term and continuous training program then a portfolio is a good way to assess the students. The portfolio should include papers of all the assignments they were given and it should be presented effectively. It is a great way to see what your employees are capable of doing after basic training. 



Unlike scenarios where the whole thing is dependent on the learner’s imagination, simulations aim at creating an environment that is close to real life. For example, you can create an artificial environment to let the learners test out their programs and codes using data that is close to a real-life situation. You can use simulation to not only test their hard skills but also their soft skills. You can put a lot of pressure on your employees to see how they manage. Based on what you want to test you can create a real-life scenario and watch them respond to things that come their way. As someone who is assessing the employees, tests like these will require you to invest a lot of your time. 


Case studies 

Case studies are superior to made-up scenarios since everything that occurred and all of the facts and figures were real. It helps your learners to comprehend how reality may take on different forms. You are free to use case study-based MCQs or open-ended inquiries to test your learners. 


Group projects 

Technology has developed so much that group projects can be done without stepping outside our houses. There are many collaboration tools available that you can provide to your employees so that they face no issues collaborating with others. Based on the topic and the object you can decide what group project would best test your employee’s knowledge. These kinds of projects should be done after course completion. 



You can incorporate a gamification feature in all the above assessment ideas. You can just give points for each correct answer and then have a leaderboard to motivate the learners to do better in the assessments ( for which they would have to pay a lot of attention in the training). You can keep some sort of incentive or gift for the leaderboard winners. Gamification is the best way to keep things fun and engaging. 


Bottom line 

These assessment ideas are sure to add a little variety to your bland course. You can get as creative as you want with your assessments but don’t forget that you also have to spend time assessing these. If you think you cannot make time to assess individual projects and portfolios then just avoid it. Even though they are a great way to test the understanding of your learners, assessing them can be very time-consuming. So before you do anything, think about your objective and the time you and your employees can invest in these assessments. 

The Voice of Dubrovnik


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