Confidence-Based Learning

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Confidence-Based LearningTM


CBL has its roots in more than 70 years of research into the connection between confidence, correctness, retention and learning. In 1932, the first academic paper on this subject was written (Hevner - "Method for correcting for guessing and empirical evidence to support") asserting that measuring confidence and knowledge was a better predictor of performance than measuring knowledge alone, which can be prone to guesswork.


Additional research that contributed to the development of Confidence-Based LearningTM includes:


D. LeClerq's

(University of Belgium) work on confidence and correctness and item bank testing, which was originally commissioned by NATO


Emir Shuford's

(University of California at Los Angeles) research on the reliability of knowledge and the impact of guessing, which was developed in conjunction with a RAND Corporation program


Darwin Hunt's

(New Mexico State University) research into the linkage between confidence and knowledge retention


In his work with LeClerq, Shuford and Hunt, Dr. Jim Bruno, Professor of Education at the University of California, Los Angeles (UCLA) expanded on this body of knowledge and ultimately developed a unique way to measure knowledge and confidence simultaneously and provide effective feedback.


Bruno's process was called Information Referenced Testing (IRT). Knowledge Factor acquired the intellectual property behind IRT and, working in conjunction with Bruno, further developed the process to include embedded learning objects within the assessment. This ultimately led to contextually smart learning, the foundation of a patented process that is now called Confidence-Based LearningTM

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Welcome to the Volume VI edition of the 55/15 Report. The 55/15 Report is a “quick read” compilation of provocative thought pieces on issues that impact corporate performance.
It includes contributions from Knowledge Factor, our partners, thought leaders and clients that debunk some of the tired claims about training, while shedding new light on a subject that can significantly improve the performance and culture of companies – Mastery.

Mastery Methodology:


The Six-Sigma for Learning


  • Part II: Informal Learning Imperative

Informal learning is totally unstructured and difficult to define. Yet, a growing number of companies are embracing it as the future of training. By some estimates, as much as 80 percent of our learning takes place through informal processes. But how do you manage something you can’t measure? By combining engaging, self-directed and self-assessing processes, it is possible to bring focus to this unfocused world and start to align informal learning with actual business outcomes. See what some companies are doing to harness this unruly beast.more.... 

Measure the Benefits of Training:


Not Just the Costs – An Exercise
“Training doesn’t generate revenue, so it’s not a high priority.” This refrain sends chills up the spines of training professionals, yet they themselves may be contributing to this perception. Whenever the “justify the expense of training” conversation comes up, they duck behind platitudes that have worn thin after years of unfulfilled promises. But there is no need to dodge the question. Armed with sufficient, often easy-to-find, facts, some trainers are turning the conversation around and getting the attention of management—in some cases, with startling results. See what some trainers are doing to change the perception of training within their organizations.more... 

Rethinking Instructional Design:


When is Water More than Water?
Believe it or not, the global bottled water craze offers an intriguing metaphor for training assessments. It may all be water at the end of the day, but what’s in one bottle may be very different from the next bottle on the shelf. Assessments, too, come in a variety of forms and packaging. But just as consumers have come to recognize differences in water, companies are finding vast differences in the quality of assessments and the usefulness of their outcomes. Some products may even be putting companies at risk. But there are solutions.more...




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  3. Breaking Human Resource News: August 2006

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  4. Breaking Human Resource News: October 2006

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Comments (2)

Bob-RJ Burkhart said

at 12:23 pm on Sep 18, 2019

MSC-CBL GooglePhotos Album ... https://photos.app.goo.gl/nVTwkzRTa6HoLf4g7

Bob-RJ Burkhart said

at 4:46 am on Nov 13, 2017

Seeking LeapFrogU Education Futures Alternative Sources ... https://ucsd.academia.edu/AlanDaly

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