67% of professionals think it is more difficult to prove your skills as their educational background or their professional experience. And that's normal: skills assessment tools are numerous and sometimes complex.
But in the face of current economic challenges, the evaluation of learning is emerging as an indispensable pillar of professional development. From mastering knowledge to assessing skills, from traditional tools to technological advances, every aspect of this multidimensional approach will be examined.
This article is intended to be an informative and practical resource on the multiple facets of learning assessment in vocational training. Follow the guide!
Definition and challenges of evaluating apprenticeship in business
What is evaluation?
Assessment is a methodical process which aims to capture the knowledge of students according to their educational background. These results, far from being simple numbers, serve to map the areas to be optimized and to modify the content of the training modules according to learning needs.
This analytical approach aims to create a more enriching and targeted educational experience.
There are two types of evaluations:
- Formative evaluations, integrated into lessons or online courses, are used to measure the continuous learning of students. They provide critical and consistent feedback.
- Summative evaluations, referred to as “final exams”, assess the acquisition of knowledge upon completion of the course. They confirm how well the content supports the overall learning goals of the course.
These two types of assessments contribute to the collection of essential information about the knowledge acquired during the educational experience.
The importance and emergence of learning assessment
In the world of corporate training, knowledge assessment plays a crucial role. Elle is no longer limited to a simple formality, but emerges as an essential pillar professional development. Today, the measurement of competencies is becoming a determining factor in the evolution of individuals and organizations.
The central role of evaluation incontinuous adaptation of skills and performances is explained by the rapid evolution of jobs and sectors that require a proactive approach. The evaluation then becomes an essential catalyst to stay in line with the demands of the labor market.
Apprenticeship evaluation: a strategic lever for companies?
Apprenticeship assessment allows businesses to stay competitive in a professional world that is constantly evolving. You have to be agile in the face of strategic objectives and an increasingly demanding competitive landscape.
Evaluation thus emerges as a strategic lever, not only to assess the present but above all to prepare individuals and organizations to anticipate and respond to future professional challenges.
It becomes, as a result, an essential element of the modern professional landscape, and plays a crucial role in the professional success of employees and businesses.
What is the purpose of this article?
This article is a comprehensive resource for training managers and HRDs looking to understand the fundamental principles of educational assessment, and to apply them.
In a pragmatic approach, its objective is to provide you with a detailed overview of educational assessment tools in vocational training.
Each section will reveal the essential aspects of learning assessment. The information provided will be there concrete, applicable, and anchored in the reality of the professional world.
The 5 levels of learning assessment
Levels I & II: mastering knowledge
Level 1 and 2 assessments analyze skills related to understanding the context and applying knowledge in a practical way.
- Situation analysis
Assessing knowledge related to the analysis of the situation measures the understanding of the context. This includes the knowledge needed to analyze and interpret real work situations.
The objective is to assess the mastery of the pre-requisite knowledge, such as principles, theories, notions, characteristic concepts, data, etc.
This type of knowledge should enable individuals to make informed decisions in complex professional situations.
- How the action unfolds
The evaluation of knowledge related to the course of the action focuses on Putting knowledge into practice in concrete situations. Here we examine the mastery of knowledge, the stages of the gesture or the necessary mental operations.
This assessment verifies that the learner is able to spell out the operating procedures, step-by-step instructions and procedures essential to succeed in a real work situation.
Level III: mastering performance
This phase of the evaluation is immersed in the concrete world of the professional world. Here, we seek to assess an individual's ability to achieve the expected results independently.
This level of mastery is sometimes perceived as a “must-have” in the world of training. But we need to be more nuanced: a good result does not always mean a correct methodology or process.
It is also an interesting phase to measure the ability to adapt and to be independent individuals in a variety of professional contexts.
Levels IV & V: mastering skills
The last two levels of assessment focus on mastering business skills: implementation competence, and thoughtful and comprehensive competence.
- Implementation competence
Define the competence of implementation offers a practical perspective on the application of skills in an observable professional context. To assess this level of skills, it is imperative to explore observation methods in real or similar situations.
The evaluator then compares the learner's actions with the standards of the profession, verifying whether he applies the safety rules, respects the stages of the service, etc.
When the educational context does not allow it, the evaluation can be carried out in a “furnished situation,” “reconstructed,” or “simulated,” or “simulated,”. But these configurations are less relevant, in the absence of evaluation of the emotional reactions of the learner.
- Thoughtful and extensive competence
Thoughtful and extensive competence involves thorough analysis and reflection on practice. This skill goes beyond simply completing tasks and focuses on the ability to The learner to look critically on his own practice.
If the learner can verbalize and analyze their actions to learn from them, they will likely be able to deal with a variety of work situations.
This skill represents a step to extended competence, which goes beyond simply applying taught methods to encompass creative adaptation to unfamiliar situations.
Learning assessment tools
Knowledge assessment: quizzes, comprehension tests...
Assessing knowledge is essential for measuring understanding. Tools such as The quizzes, comprehension tests, and Mind maps offer varied and interactive ways to assess information literacy.
Although the quiz is widely used in vocational training, it only allows a low cognitive engagement of the learner and the superficial measurement of his knowledge.
This therefore leads us to favor comprehension tests with summary questions, as well as mind maps. These interactive tools make it possible to dynamically assess the mastery of information, and promote learner engagement via a structured and objective evaluation.
Performance evaluation: realization of a product or service
Performance evaluation focuses on the concrete achievement of a product or service, providing tangible insight into learners' practical skills.
To assess performance, simply Have a product or service made. For example, you could ask a cook to prepare a meal in a restaurant to make sure they have all the required skills.
Pay attention to the quality of the product or service. You must be able to create a precise grid that defines, for example, what a well-made dish is, in order to reinforce the pragmatic aspect of the evaluation.
Assessment of the competence implemented: observation of the implementation
The evaluation of the competence implemented is based on the observation of the achievement and the way in which the skills are applied in concrete situations.
Unlike performance evaluation, where the evaluator focuses on the product or service, the evaluation of the competence implemented involves a direct observation of the realization itself. This observation can be done on site, remotely, or even asynchronously via video recording.
Reflective competency assessment: self-assessment and interview
Thoughtful competency assessment can be achieved through the use of tools self-assessment and maintenance. Inspired by methods such as the “defense of an experience report” and the “masterpiece”, self-assessment and interview tools offer a real introspective approach:
- Self-assessment of achievements : the learner takes stock of his achievements himself and tries to provide tangible evidence (tools used, experiences, implementation...)
- The lookalike instruction : here, the employee puts himself in the shoes of the trainer and must explain to his “lookalike” how to carry out a task.
- The interview: feedback : the learner must analyze an event they have just experienced or a past experience.
- The self-confrontation interview : the trained employee must face a video of himself doing a particular task. The objective is to realize the perspective he has on his skills and on his evolution.
What you need to remember:
- Assessment is a way of collecting knowledge of learners according to their educational background.
- There are two types of assessment: formative and summative assessment.
- Integrate assessment levels and diversify tools are key elements for a comprehensive assessment.
- The right choice of tools according to assessment levels knowledge guarantees an adaptive assessment.
