完結(jié)撒花！

Learning and earning

慕課的回歸

A system of standardised skills measures has its own problems, however. Using experts to grade ability raises recursive questions about the credentials of those experts. And it is hard for item response theory to assess subjective skills, such as an ability to construct an argument. Specific, measurable skills in areas such as IT are more amenable to this approach.
然而辽故，一套標(biāo)準(zhǔn)化的評價體系同樣存在自身的問題呜袁。通過專家來評價專業(yè)能力會產(chǎn)生這些專家的能力如何這樣的循環(huán)問題。對于項目反應(yīng)理論而言很難去評價那些主觀技能，比如如何去確立一個論點。特別是在 IT 領(lǐng)域的某些技能從這個角度而言會更加容易評價。

So amenable, indeed, that they can be tested directly. Asan adolescent in Armenia, Tigran Sloyan used to compete in mathematical Olympiads. That experience helped him win a place at MIT and also inspired him to found a startup called CodeFights in San Francisco. The site offers free gamified challenges to 500,000 users as a way of helping programmers learn. When they know enough, they are funnelled towards employers, which pay the firm 15% of a successful candidate’s starting salary. Sqore, a startup in Stockholm, also uses competitions to screen job applicants on behalf of its clients.
事實上切黔，容易到可以直接可以通過測試去評價。亞美尼亞的亞裔年輕人 Tigran Sloyan 曾經(jīng)參加過數(shù)學(xué)奧林匹克比賽具篇。這段經(jīng)歷讓他能夠進(jìn)入 MIT 纬霞，并且激勵著他在洛杉磯創(chuàng)建了一家名為 CodeFights 的初創(chuàng)企業(yè)。這個網(wǎng)站為其 500000 多的用戶提供免費的游戲式的學(xué)習(xí)挑戰(zhàn)來幫助他們學(xué)習(xí)編程技能驱显。當(dāng)他們學(xué)有所成之后诗芜，他們將直接被輸送都用人單位處，相應(yīng)的埃疫，用人單位拿出每一個接收雇員初始工資的 15% 給這家公司作為培訓(xùn)費用伏恐。一家初創(chuàng)企業(yè) Sqore 也使用競賽來篩選那些崗位應(yīng)聘者。

However it is done, the credentialling problem has to be solved. People are much more likely to invest in training if it confers a qualification that others will recognise. But they also need to know which skills are useful in the first place.
不論方式如何栓霜，認(rèn)證的問題亟待解決翠桦。人們會更加傾向于投資培訓(xùn)學(xué)習(xí)如果這個認(rèn)證可以廣為接受。但是他們同樣需要知曉這些技能是否實用胳蛮。