Different types of assessments - and how to use them!

The main idea is to figure out the strengths and weaknesses of your group so you can customize your training. The goal is to provide learning content that fits each group, making your training more impactful. Now, let's talk about these different assessments. Which ones will be useful for you? We're here to help you navigate the world of different assessments!

Table of contents

1. Three Types of Assessments
2. Bring your assessment to life with Easy LMS

Three Types of Assessments

As a trainer, you can simplify things by focusing on three main types of assessments:

1. Educational assessments
2. Psychological assessments
3. Subjective and objective assessment

Educational assessments

Educational assessments encompass a range of methods and tools used to measure and evaluate participants' learning and performance. They can include formal tests, quizzes, assignments, projects, observations, and other means of gauging participants' understanding and capabilities. The ultimate goal is to measure what the training group has learned and retained from the training. The results provide insights to enhance training material and further shape the curriculum [1].

Three useful examples of educational assessments

Formative assessments

The essence of formative assessments lies in attentively observing how participants grasp the material while gaining continuous feedback. It's a collaborative effort where instructors refine their teaching methods, and learners enhance their learning journey. In simpler terms, formative assessments:

• Shed light on learners' strengths and areas for improvement.
• Help instructors identify challenging areas for learners, allowing them to address difficulties promptly.

Key characteristic: during the training.

The essence of formative assessments lies in attentively observing how participants grasp the material while gaining continuous feedback

Summative assessments

Picture a summative assessment as the ultimate showdown to gauge just how brilliantly the training group has mastered everything by the end of a training unit, all while measuring up to a standard or benchmark.

Summative assessments usually carry a lot of weight, meaning they're worth a certificate or grade. Examples of summative assessments include things like an exam, a final project, a paper, or a senior recital.

Key characteristic: at the end of a training.

Diagnostics assessments

Imagine a diagnostic assessment as a sneak peek or a preliminary test designed to guide trainers in understanding participants' strengths and areas where a little extra support might be beneficial before plunging into training. Occasionally, a comparable test might be administered post-coaching to evaluate whether participants have successfully achieved the training goals outlined in the course.

Key characteristic: before the start of the training.

Psychological assessments

A psychological assessment is like a deep dive into understanding how someone thinks, learns, feels, and behaves. Imagine it as a toolkit of engaging tests and procedures crafted to unveil a complete picture of a person's functioning. It's not just an assessment; it’s a personalized journey into the fascinating realms of the mind and behavior [2].

Two useful examples of psychological assessments

Personality assessment

The test serves a dual purpose: crafting a vibrant mosaic of one's personality or pinpointing unique traits that define character. Explore the world of personality tests—dynamic tools that power personal development goals, guide career journeys, and elevate team dynamics.

Key characteristics: focus on individual traits, predict behavior, diverse applications.

Intelligence assessment

An intelligence test is a methodical assessment crafted to quantify cognitive acuity and proficiency. It dives into problem-solving prowess, logical reasoning skills, memory magic, and other brainy talents. It's all about understanding the mind. Where do your participants shine and where do they might want to stretch and grow? A clear idea of someone's learning capacity could help to build upon that.

Key characteristics: focus on individual cognitive abilities, gauging and quantifying the cognitive capabilities.

Objective and subjective assessments

Trainers employ two main methods: objective and subjective assessments, to gauge participants' learning. Objective tests, like multiple-choice quizzes and fill-in-the-blank exercises, zoom in on specific facts and concepts. Grading is typically done with a rubric or automated scoring, ensuring fairness and consistency.

In contrast, subjective assessments challenge participants to apply knowledge and showcase critical thinking. Think essays, portfolios, capstone projects, and oral presentations. Here, grading centers on the overall quality of a participant’s work rather than nailing down specific correct answers. It's a dynamic duo that captures both knowledge and practical application.

Three useful examples of objective assessments

Multiple choice tests

The goal of a multiple-choice test is to assess a person's understanding and knowledge of a particular subject by presenting a set of questions, each with several possible answers. Test-takers must choose the correct answer from the provided options. It could be used as a formative, summative, or diagnostic assessment.

Key characteristics: focus on assessing knowledge, efficient, standardized, easily scalable.

True-false test

In a true-false test, the learner is tasked with assessing their understanding of factual information in a specific subject. Each item presents a statement, and their job is to determine whether it's true or false based on their knowledge of the subject matter. It's a straightforward exercise of sorting through information to arrive at the correct answers. It could be used as a formative, summative, or diagnostic assessment.

Key characteristics: focus on assessing knowledge, efficient, standardized, easily scalable.

Fill in the blanks test

A fill-in-the-blank test is a bit like a word puzzle. Participants are given a sentence with some missing words; their task is to fill in those blanks using what they know about the subject. It's a way to show what they’ve learned. It could be used as a formative, summative, or diagnostic assessment.

Bring your assessment to life with Easy LMS

Discover the magic of Easy LMS—an effortless way to craft engaging assessments! Picture this: objective assessments are seamlessly woven into your training journey, whether it's at the start, in the middle, or at the end of the learning journey. You can use our fully-fledged Exam Builder to create an assessment! Think multiple-choice, true-false, or fill-in-the-blanks tests, as many as your heart desires. Import questions or build your assessment from scratch according to your needs. Of course, with the option of customizable styling!

Picture this: objective assessments are seamlessly woven into your training journey, whether it's at the start, in the middle, or at the end of the learning journey

And here's the best part: blend your assessment, test, exams, or whatever you call them into your preferred learning path! Easy LMS lets you combine exams with courses, putting you in control as the ultimate guide to establishing a learning path. Tailor the sequence for maximum learning impact. For this, the Academy add-on is available, enabling you to establish a personalized learning environment for each client. Keep your clients and tests all in one place; let’s make it easy!

Useful resources

1. American Intercontinental University
2. American Psychological Association
3. TAO testing

Frequently Asked Questions