Learning must yield business impact, or it’s a complete waste of time, they say. And truly so, because if there is no goal to be achieved, why are you even learning in the first place? With aid from the disruptive advances in technology, the businesses have now become potent enough to analyze the efficacy of a training program in relation to the business impact it can have. The term commonly used for the said technology is ‘learning analytics’. Post-COVID, with the sudden surge in digitization, the vitality of learning analytics has skyrocketed.
Have you ever wondered what the L&D leaders at the Fortune 500 firms are doing to strengthen their people and talent strategy? The simple answer would be that they are exploiting ‘learning analytics’ to their maximum advantage, thereby constantly bettering their L&D programs. Let’s analyze how are they leveraging learning analytics.
Analytics Strategy is Crucial
You would like to have a heads up on where to start from before initiating the strategic planning for analytics deployment. As an L&D leader, you must know about the focus area wherein the implementation of analytics part would be the most helpful for the organization. The key here is that the analytics strategy must serve the bigger purpose, i.e., the organizational mission.
Source Quality Data to Track Metrics
Let’s suppose, your primary objective is to gauge the effectiveness of the ongoing learning program. For that, you must be knowing the metrics that makes a learning program relevant. Define your own metrics and source the relevant data to gauge them.
Quality data collection can be ensured via use of an LMS powered with the feature of tracking an employee’s online activity. The AI-powered automation feature of the LMS does all the hard work and you get your hands on the quality data.
Think Long-Term Learner Journey
Assess learners over a long period of time rather than becoming program or module centric. This way, you will be able to better judge the learner progress and their needs. A brief look at the employee’s learning journey will give you a broad perspective of his knowledge needs and the existing skill gaps. Analytics will aid the said process by tracking the related metrics.
Learn from the Education Sector
It is what you as an L&D team at your organization should be doing. For instance, a few educational institutions across the world are already enjoying the benefits secured by the deployment of learning analytics. Premier educational institutes worldwide, are using technology optimally by assessing students’ present performance and making real-time adjustments to their curricula basis the same. The corporations must be doing something alike.
Learning & Performance Data Must be Interlinked
Establishment of an integrated data architecture would be specifically helpful in maintaining the flow of data among the three key business functions pertaining to L&D, i.e., talent development, learning delivery, and business impact. Data-sourcing part plays a critical role over here. The better the quality of data, the better will churn out the long-term business outcomes. Hence, the process and source of data collection matters more than you think it should.
Data-driven learning analytics is something that will gain further traction as we continue to move into the future of work, and in an era of complete digitalization. It’s better to invest in it today than to initiate things later only to keep yourself currently deprived of its invaluable benefits.