What are the most effective ways to assess learning in an adaptive environment for professional development?

Em um ambiente de desenvolvimento profissional, a avalia??o eficaz da aprendizagem em um ambiente adaptativo requer planejamento cuidadoso. Comece definindo claramente seus objetivos e critérios para avalia??o. Escolha métodos e ferramentas apropriados adaptados aos seus objetivos e à natureza adaptativa do ambiente. Analise e utilize os dados de avalia??o para informar sua abordagem de ensino e identificar áreas para melhoria. Além disso, considere fatores como engajamento dos aprendizes e mecanismos de feedback para garantir um processo de avalia??o abrangente com foco em resultado.

When it comes to assessing learning in a professional development setting, you gotta start by defining your goals and criteria. Think of it like planning a road trip – you gotta know where you're going and how you'll know when you've arrived. So grab your compass and map out those objectives. Are you aiming to improve specific skills, boost overall performance, or conquer new challenges? Once you've got that locked in, it's time to set your criteria. What benchmarks will indicate success? Is it hitting certain targets, mastering key concepts, or demonstrating real-world application? By getting clear on your goals and criteria, you'll pave the way for effective assessment that'll guide your journey to professional greatness!

Em um ambiente adaptativo para o desenvolvimento profissional, formas eficazes de avaliar a aprendizagem incluem a implementa??o de avalia??es formativas contínuas para monitorar o progresso dos alunos, o uso de portfólios de aprendizagem para demonstrar o crescimento ao longo do tempo, a realiza??o de projetos práticos ou simula??es para aplicar habilidades em cenários do mundo real, o fornecimento de feedback personalizado para orientar o desenvolvimento individual, a realiza??o de avalia??es de pares para promover a colabora??o e a utiliza??o de avalia??es baseadas em competências para medir habilidades específicas necessárias para a área profissional dos alunos.

All jobs are complex. Any role has specific nuances that one learns to identify through experience and time on task. Defining goals and criteria are a great start, but how do you go about 'actually' defining these? It starts with a reflective and reflexive mindset and approach to your role. As a manager of people, it is easy for YOU to assign goals and criteria, but it is far more powerful if these come from your team. Your job is to guide those under your care toward the strategic direction of the organisation you all operate within. With a team, codesigning goals with others is an important step before 'setting' any criteria. For an individual, taking time to understand what you want to focus on is key.

Again, tools and methods all depend on context of the work environment. Aim to use tools, or modes of assessment, that are not too foreign to yourself or the team you are working with. Growth and performance enhancement can sometimes be an 'add on' to peoples' workloads. It can be made to be arduous, taking people away from their daily workloads. Try to make the professional development and the tracking of growth simple to integrate into daily practice so it does not feel like a chore.

A avalia??o permanente da aprendizagem e de suas múltiplas possibilidades de trilhas formativas alinhadas com o objetivo do curso e do acompanhamento do mercado.

Sin duda un aspecto importante es aquello que no podemos medir, no se puede mejorar. Los datos hoy en día juegan un rol muy importante en las decisiones de mejora. Pero, esos datos deben ser producto de una evaluación continua y formativa, donde el error se motivo de reflexión y mejora. Hoy, por la investigaciones acerca del cerebro, sabemos que si no nos equivocamos no aprendemos. Esta evaluación acompa?ada de un buen feedback, logrará mejoras en el corto tiempo y una fidelización y compromiso de sus integrantes.

Again, this is specific to each context. But a key part of any growth or development of people is being able to tell/show them their own story back to them. A before and after point is crucial to 'bookend' the program or learning sequence. Reflecting and discussing data with the learners first and foremost is integral. If you are organsing the learning, remember, it is not YOUR learning and growth, it is those in your care. Let them own the data, let them speak to it, empower them rather having you 'tell' them how well they are going. Only share data that you have permission to do so.

Codesigning professional learning is one of the key factors to any successful and useful development of skills in a workplace. Adaptive learning SHOULD be adaptive. Does codesigning take longer to implement and get started? Yes. However, the buy in is far greater, and the impacts more far reaching than having some mandated. The design of any adaptive learning program should have the stakeholders' voice involved at all key points (especially in the construction phase!).

Complementando lo ya mencionado en el artículo, recomiendo que la evaluación del aprendizaje basado en entorno adaptativo considere también la opinión de los diferentes "stakeholders", por ejemplo, si se realizó un proyecto en una empresa, personal de la misma también debe participar en la retroalimentación y ésta debería tener una ponderación en la calificación del estudiante. Esta es la mejor forma de aproximar a los estudiantes a un entorno real con evaluaciones directas del sector productivo.