Why trivialize assessment by dedramatise it
Evaluation often has positive or less favorable consequences, whether in an educational or professional context. Thus, evaluating someone in the wrong way can lead to erroneous and therefore unfair results which will result in unfair decisions.
Add to that the loss of confidence and motivation on the part of the person who has been evaluated.
Assessment must therefore be rigorously considered, designed and conducted. This rigor can be achieved using a scientific approach but also thanks to adapted and efficient tools.
These tools are now mainly digital (LAS & LMS) so that both training and assessments can be done online, on a computer, tablet or phone. Trainers also need easy access to results.
It will be impossible to completely eliminate imperfections and subjectivity. However, by limiting the defects, it will be possible to measure their impacts statistically, thus making them almost negligible.
An evaluation approach aims to support or control: definition of training needs, validation of knowledge acquired following teaching, filling in gaps in knowledge, etc. Assessment is therefore essential in any training process.
Evaluation must therefore be trivialized and de-dramatized in order to be used effectively.
Making assessment better accepted
The most effective way to trivialize and play down assessment is precisely to set up anonymous tests and quizzes with free access. The goal is that everyone within the company can freely measure the current level of their knowledge and be able to compare it to the level targeted by the organization.
Employees can therefore obtain a precise vision of shortcomings and the subjects to be worked on. An employee will therefore have the possibility of learning and completing his missing knowledge and then taking the tests as many times as he wishes: he will thus be able to see the progress he has made.
A company wishing to standardize assessment can therefore set up the procedure below:
Make it known that an open-access test is available (on an intranet or an internal platform). By specifying that the results are anonymous or confidential, the company must indicate the level aimed for by all and the deadline before having to take the real test,
The employees take the assessment one or more times and at their own pace,
When the deadline has elapsed, employees are invited to take the assessment. This stage will not be anonymous. Since this is the actual test, it can be taken under controlled conditions.
For this approach to be relevant and to work properly, it is necessary to have a sufficiently broad base of questions.
Always with a view to trivializing assessments, it is important that even in the event of failure in the final test, no sanction is given. Failure in itself is enough punishment to motivate people to succeed and not fail a second time.
For those who have not succeeded in having the required level, simply send them an invitation to retake the assessment 1 month later. Again, there is never a penalty for failure. Of course, as part of the quality process, if the knowledge that is measured during the test is essential to the success of a project, a mission, a post, the decision can remain pending.
Companies deprive themselves of the advantages of objective evaluation for fear of the negative perception of employees. Trivializing evaluation and playing it down is the best way to generalize it.