How can you identify training needs for digital literacy?

1 Define the objectives

Before you start assessing the digital literacy needs of your clients or employees, you need to have a clear idea of what you want them to achieve and why. What are the specific goals and outcomes of the training? How will they align with the organizational or individual vision, mission, and values? How will they benefit the clients or employees personally and professionally? Having a clear and measurable objective will help you focus your assessment and evaluation efforts and communicate the value of the training to the stakeholders.

2 Choose the framework

There are different frameworks and models that can help you define and measure digital literacy competencies and levels. For example, you can use the Digital Competence Framework for Citizens (DigComp), which identifies 21 key competencies in five areas: information and data literacy, communication and collaboration, digital content creation, safety, and problem-solving. Alternatively, you can use the Jisc Digital Capability Framework, which focuses on six elements: ICT proficiency, information literacy, digital creation, communication and collaboration, digital learning, and digital identity and well-being. You can choose the framework that best suits your context and purpose, or adapt it to your specific needs and expectations.

4 Analyze the results

After you have collected the data from the assessment, you need to analyze it and draw conclusions. You can use quantitative and qualitative methods to interpret the data and identify the patterns, trends, and themes. You can also use visual tools, such as charts, graphs, or dashboards, to present the data in a clear and engaging way. You can use the results to prioritize the digital literacy needs of your clients or employees, and to plan the training content, format, duration, and delivery methods.

6 Evaluate the impact

The last step is to evaluate the impact of the training on the digital literacy of your clients or employees. You can use different methods and tools, such as feedback forms, quizzes, tests, interviews, focus groups, observations, portfolios, or performance indicators, to measure the learning outcomes and the transfer of skills and knowledge to the workplace or personal life. You can also use different models and frameworks, such as Kirkpatrick's Four Levels of Evaluation, to assess the reaction, learning, behavior, and results of the training. You can use the evaluation results to determine the effectiveness and efficiency of the training, and to identify the areas for improvement and further development.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?