Sinking serious dollars into private tutoring or classroom instruction has become the norm when preparing for the ACT, but what about those students who can’t afford these additional resources? With more than 15 million students taking the ACT test each year, ACT and BenchPrep are focused on giving every learner an opportunity to succeed on the exam.
According to The 2018 State of Leadership Development Report published by Harvard Business, organizations that view learning and development initiatives as critical to business success are continuing to perform higher than their peers on crucial metrics such as revenue, market position, and future growth.
As training and professional development opportunities rise to the top of employees’ wish lists, organizations are quickly looking for ways to adapt to their learning needs. Particularly for large organizations, it is easy to outgrow traditional training techniques such as live, in-person trainings.
Adaptive learning technologies have had a major impact on the way corporate trainers think about education, and for good reason. Adaptive, or personalized learning techniques, have become popular for their proven ability to help each learner effectively gain demonstrable proficiency in a learning objective.
BenchPrep’s COO and co-founder, Ujjwal Gupta recently had the opportunity to sit down with Mixergy’s Andrew Warner to talk about BenchPrep’s history on Mixergy’s podcast. A long time fan of Mixergy and the platform’s ability to link listeners to experts whose stories are powerful motivation drivers to help others create change, Ujjwal was happy to share his and BenchPrep’s CEO and co-founder, Ashish Rangnekar’s story.
Kirkpatrick’s Model is a proven method to evaluate learning, and in our opinion, learning solutions too. In 1954, Dr. Donald Kirkpatrick developed the Kirkpatrick Model in an effort to test if his training methods were positively impacting his learners and their success. His model is utilized for evaluating the effectiveness of training and considers the value of training, formal or informal, across four levels: Reaction, Learning, Behavior, and Results.
