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How to Integrate Assessments into Your Corporate Training Solutions

Four hands holding pieces of a puzzle, with the text ‘Turn your training content into gold with integrated assessments.'

Picture this: You’re a trainer who’s just created an amazing corporate training solution for your learners. You’ve put your heart and soul into it, hoping to teach and motivate them.

But are you assessing them correctly? Are you measuring their progress, identifying their gaps, and providing them feedback? Or are you missing out on the opportunity to evaluate their performance and create an even better learning experience for your learners?.

Well, the same thing happens when you create corporate training solutions without integrating assessments. Assessments aren’t just tests or quizzes - they’re essential components of any effective training solution.

They help you measure the learning outcomes, identify the gaps, and provide feedback.

In this blog, we’ll show you how to integrate assessments into your corporate training solutions and why it’s so important.

Let’s get started!

The Need for Assessment Integration In Corporate Training Solutions

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Traditionally, corporate training solutions have been a one-way process where trainers deliver information and employees passively consume it. There is little or no interaction, feedback, or evaluation involved.

This can lead to several problems, such as:

  • Employees may not retain or apply training.

  • Trainers may not know if objectives are met.

  • Training may not align with goals or needs.

  • Training may be boring, irrelevant, or demotivating.

We have all been there: sitting through a long and dull training session, wondering what the point of it is, and forgetting most of it as soon as it is over.

That is why integrating assessments are essential for effective corporate training solutions. By doing so in your training strategy, you can:

  • Gauge employee baseline knowledge and skills.

  • Monitor progress and performance during training.

  • Evaluate learning outcomes and satisfaction after training.

  • Provide feedback and guidance to improve the learning experience.

Understanding Different Types of Assessments

“An infographic depicting different types of assessments, including pre-training, formative, and summative.”

Before we dive into how to integrate assessments into your corporate training solutions, let us first understand the different types of assessments that you can use. Broadly speaking,

There are three types of assessments:

1) Pre-training assessments: These are assessments that you administer before the training begins. They help you gauge the baseline knowledge and skills of your employees, identify their learning gaps and needs, and set realistic and specific learning objectives.

A pre-training assessment question could be something like this:

  • What are your main goals or expectations?

  • What challenges do you face in your role?

  • How do you prefer to learn by reading, listening, watching, or doing?

2) Formative assessments: These are assessments that you administer throughout the training. They help you monitor the progress and performance of your employees, provide feedback and guidance, and reinforce their learning.

A formative assessment question could be something like this:

  • What are the best practices or tips you learned?

  • What questions or doubts do you have?

  • How do you feel about your learning experience?

3) Summative assessments: These are assessments that you administer at the end of the training. They help you evaluate the learning outcomes and satisfaction of your employees, measure the effectiveness and impact of your training, and identify areas for improvement.

A summative assessment question could be something like this:

  • Did the training improve your skills or performance?

  • What are the strengths and weaknesses of the training?

  • What topics would you like to learn more about?

Step-by-step Guide to Integration

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Here’s how you can integrate assessments into your corporate training solutions: Step 1: Setting Clear Objectives

You can set objectives by following these steps:

1) State the desired outcome clearly and precisely. For example: Train customer service reps to handle complaints better and boost customer satisfaction by 10% in a quarter.

2) Choose how to track and evaluate results. Use pre-test and post-test to measure reps’ knowledge and skills on complaints. Compare test scores and customer feedback before and after training.

3) Make sure the objective is realistic and doable. For example: Create and deliver a 4-hour online training module on complaints for 50 reps in two months.

4) Align the objectives with organisations and employees’ needs and goals. Improve Customer service skills to meet the organisation’s quality standards and customers’ expectations.

5) Set a specific deadline and timeline for the objective. For example: Launch the training module by June 1st and finish the assessment by June 30th.

Think of setting objectives as setting project milestones in a corporate training solutions. You need to know what you want to accomplish, how you will measure it, whether it is realistic and attainable, why it is important, and when you will complete it.

Step 2: Choosing the Right Type of Assessment for the Objective

The next step is choosing the right type of assessment for each objective. Each type of assessment has its own advantages and disadvantages, and you need to select the one that best suits your objective.

You can choose the right assessment by following these steps:

1) Determine the type of assessment that best suits your objective. Consider the skills, knowledge, or behaviours and select an assessment format that effectively measures them.

3) Consider the pros and cons of each format. For example, multiple-choice is easy but may not measure higher skills, open-ended is authentic but may take more time, situational judgement is engaging but may be hard to design.

4) Choose the best format for your objective, level, and context. For example, use situational judgement to assess customer service skills in a realistic scenario.

Think of choosing the right type of assessment as choosing the right shoes for an occasion. You need to consider the style, comfort, fit, and suitability of the shoes for the event.

Step 3: Crafting Meaningful Questions

You can craft meaningful questions by following these steps:

1) Align questions with objectives and format. How would you respond to a customer who is angry and dissatisfied with their purchase? Provide sample questions that demonstrate their skills in resolving the issue.

2) Write clear and concise questions that are easy to understand and answer. Avoid ambiguous, vague, or complex words or phrases.

3) Write relevant and fair questions that suit the level and context of the learners. Avoid too easy or too hard, too specific or too general, or too biassed or irrelevant questions.

4) Review and revise your questions to ensure quality and validity. Check for clarity, accuracy, relevance, and fairness. Check for alignment with your objectives and format.

Think of crafting meaningful questions as avoiding the “eye-roll” questions that everyone dreads. You know, the ones that are too easy, too hard, too vague, or too irrelevant.

Step 4: Create Adaptive Assessment Opportunities

The fourth step is creating adaptive assessment opportunities for your employees. They adjust the difficulty, content, or format of the questions according to the responses of the employees.

You can create Adaptive Assessment Opportunities by following these steps:

1) Define your objectives and outcomes for your training.

2) Choose an adaptive assessment tool that fits your needs and goals.

3) Design and develop your adaptive assessment content and questions.

4) Implement and administer your adaptive assessments online.

Think of creating adaptive assessment opportunities as providing the “personal shopper” experience in the world of training.

You know, the ones that offer you products or services that are customised to your preferences, needs, and budget.

Step 5: Switch up Assessment Types

The fifth step is switching up the types of assessments that you use. Each format has its own strengths and weaknesses. You need to diversify your assessment portfolio to cater to different learning styles and objectives.

You can switch up assessment types by following these steps:

1) Identify your employees’ learning styles and preferences. For example, visual, auditory, or kinesthetic; self-paced, collaborative, or instructor-led.

2) Select the assessment types that match their styles and preferences. For example, image-based, audio-based, simulation-based, or open-ended.

3) Diversify your assessment portfolio for different objectives and outcomes. For example, situational judgement or interactive questions for application or analysis; open-ended questions for synthesis or evaluation.

4) Review and revise your assessment types for quality and validity. For example, check for alignment, clarity, accuracy, relevance, fairness, suitability, and accessibility.

Think of switching up assessment types as offering a buffet in a restaurant. You know, the ones that offer a variety of dishes for different tastes and appetites.

Step 6: Integrating Tech Solutions for Seamless Administration

You can integrate tech solutions into your corporate training solutions for seamless administration by following these steps:

1) Identify the tech solutions for your assessment process.

2) Select the tech solutions that meet your needs and goals.

3) Integrate the tech solutions with your corporate training solutions.

4) Evaluate the tech solutions for effectiveness and impact. Think of integrating tech solutions as having corporate training solutions' superheroes on your side.

You know, the ones that have superpowers or gadgets that can help you accomplish tasks faster and better.

Some popular tools that you can use are:

Step 7: Gathering and Analysing Data for Continuous Improvement

You can gather and analyse data for your corporate training solutions by following these steps:

1) Collect data from your online assessments and other methods.

2) Analyse data using statistics and tools.Use Excel, SPSS, R, or Python to analyse.

3) Interpret results and findings using visuals and narratives. Use graphs or dashboards to show narratives, reports, or presentations to explain and discuss.

Think of gathering and analysing data as having a performance review in a corporate setting. You know, the ones that help you assess your progress, achievements, challenges, and areas for improvement.

Common Mistakes and How to Avoid Them

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There are some common mistakes that can occur when integrating assessments into their corporate training solutions, Here are some of them:

1) Too many assessments, too little value: Strike a balance between the number of assessments and their value. Avoid overloading employees with too many tests or quizzes that do not add value. Like over-seasoning a dish, too many assessments can spoil the learning experience.

2) Not aligning assessments with objectives: Align assessments with learning objectives and business goals. Avoid creating irrelevant or inappropriate assessments. Remember that office presentation where the slides didn’t match the topic? That’s what misaligned assessments feel like.

3) Ignoring feedback from the assessments: Utilise feedback from assessments to improve training and assessment. Avoid ignoring valuable insights and data. Make it a “feedback fiesta” – celebrate insights and adapt your training accordingly.

How can you avoid these common mistakes? Here are some tips:

Real-Life Success Stories

An upward graph with corporate buildings as data points, with the text 'Companies scaling heights with effective assessments!'.

Have you ever wondered how companies have successfully integrated assessments into their corporate training solutions? Well, let us tell you about some real-life success stories

By using a blend of web-based (80%) and offline (20%) instruction. This approach allowed them to deliver training to a large number of employees in a cost-effective manner while still providing the benefits of face-to-face interaction. Pretty impressive, right?

2) Next, we have Capital Group, a financial services company that has focused on a long-term employee investment strategy to compete in a tight IT talent market. They have developed strong internal training programs to reskill, upskill, and promote employees within the organisation.

This has helped them fill skill gaps, foster a greater sense of trust among employees, and led to a more resilient and productive workforce that is less likely to quit. Talk about a win-win situation!

Practical Tips for Making Assessments Engaging

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1) Gamification: Use game elements, such as points, badges, levels, and leaderboards, to make assessments engaging, and motivating for employees.

2) Creative formats: Use different or unconventional formats, such as scenarios, simulations, and case studies, to make assessments more realistic, relevant, and immersive for employees.

3) Reward systems: Offer rewards, such as bonuses, promotions, or other tangible rewards, to motivate employees to be more engaged & interested in assessments.

Wrapping Up

In conclusion, Assessments are not just tests or quizzes that measure how well someone can recall information. They are powerful tools that can help you design, deliver, and evaluate your corporate training solutions.

As a final fun note, we would like to leave you with this: May your assessments be the corporate equivalent of a fresh cup of coffee: energising, essential, and always welcomed!


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