15 Ways to Get Started with Training Analytics
By leveraging learning and performance data and analytics, organizations can better understand if their programs improved employee productivity and drove business outcomes.
This Training Industry article presents ideas from 15 experts, including Jim and Wendy Kirkpatrick:
By leveraging learning data and analytics, organizations can better understand if their programs drive desired business outcomes and improved employee productivity. Learning analytics provide the opportunity and insights necessary to better meet learner expectations. Leveraging learning data properly will reveal learners’ preferences, including which modalities and design features they value.
This data can also be used to uncover poor training programs and segments by evaluating whether the learning has been understood or even consumed by the learner. These discoveries allow learning leaders to prioritize learning that works and eliminate programs that waste the organization’s time and money.
We understand that leveraging learning analytics is often easier said than done. The potential and availability of data in organizations present ample opportunities and plenty of challenges. Some organizations may not have the resources to collect learning data, and organizations that do have the resources may struggle to determine if they are collecting the right metrics. You may even have the necessary resources and correct data but struggle to accurately interpret the results. Where do you go from there?
To gain a greater understanding of learning analytics, we asked a group of leading learning and development (L&D) companies and knowledgeable learning leaders to share their best practices and solutions for learning data collection and analysis. We hope the insights you gain from this report will provide actionable tips that will inform your organization’s learning analytics practice, as well as offer a comprehensive understanding of learning analytics’ role in your organization’s success.
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