[Economist] 慕课的回归（完）

完结撒花！

Learning and earning

慕课的回归

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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，一套标准化的评价体系同样存在自身的问题。通过专家来评价专业能力会产生这些专家的能力如何这样的循环问题。对于项目反应理论而言很难去评价那些主观技能，比如如何去确立一个论点。特别是在 IT 领域的某些技能从这个角度而言会更加容易评价。

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.
事实上，容易到可以直接可以通过测试去评价。亚美尼亚的亚裔年轻人 Tigran Sloyan 曾经参加过数学奥林匹克比赛。这段经历让他能够进入 MIT ，并且激励着他在洛杉矶创建了一家名为 CodeFights 的初创企业。这个网站为其 500000 多的用户提供免费的游戏式的学习挑战来帮助他们学习编程技能。当他们学有所成之后，他们将直接被输送都用人单位处，相应的，用人单位拿出每一个接收雇员初始工资的 15% 给这家公司作为培训费用。一家初创企业 Sqore 也使用竞赛来筛选那些岗位应聘者。

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.
不论方式如何，认证的问题亟待解决。人们会更加倾向于投资培训学习如果这个认证可以广为接受。但是他们同样需要知晓这些技能是否实用。