There are a few key questions that need to be asked when measuring learning, including:
1. What is the goal of the measurement?
2. What are the key indicators of success?
3. How will the data be collected?
4. What is the context of the learning?
5. How will the data be interpreted?
6. How will results be communicated to stakeholders?
It is important to consider the goals of the measurement before starting to collect data, as this will help to create meaningful results. Indicators of success could include things such as increased learner engagement, improved feedback and assessment results, and overall improved performance.
The data collection process will depend on the type of learning being measured. For example, if measuring student learning outcomes, then measures such as attendance, grades, and test scores would be appropriate. If measuring employee learning, then measures such as employee satisfaction and retention rates would be more appropriate.
The context of the learning should also be considered when measuring learning. For example, if an employee is being assessed on their knowledge of a new procedure, the context of the learning would be procedural. If an employee is being assessed on their knowledge of a new product, the context of the learning would be product-related.
Once the data has been collected, it must be analyzed in order to generate meaningful results. This may involve looking at the data in a number of different ways, such as statistical analysis, trend analysis, and contextual analysis.
The results of the measurement should be communicated to stakeholders in a way that is easy to understand. This may involve creating graphs, charts, or regression models.
