Comment évaluer un apprenant en simulation de gestion ?
Animer un jeu d’entreprise (simulation de gestion) est une pratique devenue courante. Etre capable d’évaluer le travail des participants est toujours plus difficile. Cet article nous propose une méthodologie par niveaux qui nous semble intéressante
Serious Games KPIs
To evaluate the performance of a serious game strategy, I use the works of Kirkpatrick (1994) who proposed assessing the contribution of a learning method according to four levels:
Level 1: satisfaction (did the learners appreciate the training?),
Level 2: the learning process (what did they learn?),
Level 3: individual skills (were the learners able to apply their new skills in the particular situations?),
Level 4: the organizational results (did the organization or the company improve its efficiency by training its employees?).
We completed this model using Phillips alternative framework (1996) which proposes a fifth level, focusing on Return on Investment (Did the training investment pay off?).