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Analytics serve as barometers of a learner’s training progress. Analytics monitor key aspects of learning, including user engagement, commitment of resources, learner participation, and, of course, outcomes. Analytics accrue and process incredibly valuable information, all of which helps to illuminate Learning and Development programs and answer questions such as:
It’s critical stuff.
Over the course of the last decade or so, the world of L&D has quickly evolved, morphing into an AI-driven digital ecosystem capable of serving up targeted, highly individualized learning designed to hit whatever objectives, strategic initiatives and corporate goals leadership deems worthy. The reason this can happen is due largely to the deep analysis learning analytics can produce.
The LinkedIn Workplace Learning Report found that 94% of employees are more likely to stay with an employer who invested in their skills and professional development. Additionally, 49% of workplace executives are concerned that employees do not have the right skills to execute our business strategy. And a full 91% agree that continuous learning is more important than ever for career success. This is why the emphasis has shifted to measuring learning analytics, to get a firm grasp on L&D effectiveness.
Analytics can illustrate various aspects of learning. Here’s a breakdown of a few important areas:
Obviously, the more data we can gather to assist us with goal-setting, gap-identification, trendspotting, and storytelling the better. The value mined from these analytics adds incredible insight into the very idea of running a business, let alone helping to guide the work of L&D leadership. Digging deeper, here are a few more:
It takes the guesswork out of making decisions. With so much information derived from analytics, you can see what types of training and education does and doesn’t work within a specific framework, as well as what engages your employees and what doesn’t.
Learning analytics help to predict outcomes and behaviors. Once you have gathered enough information, you can begin applying that data in the design of new/better learning paths or patching pathways that have not been serving up beneficial outcomes. With these sorts of analytics, you can be more strategic, and design learning programs that result in better performances, more engagement, and, ideally, a stronger outcome at the corporate level.
Analytics help to identify any outstanding issues, pinpoint problems along the learning path, and provide feedback to users and educators alike. Personalized data is the best way to determine what information, and what learning is getting through and what isn’t. When a specific educational module results in below-average scores or engagement, it can signify weak content, ill-conceived lessons, or content that is not suited to the user.
Here are a few ways business leaders can make good use of learning analytics tools:
The success of learning data analysis and the use of the tools designed to extract data essentially relies on the staff charged with overseeing it. It is recommended that business leaders and learning administrators receive adequate training in order to extract, interpret, and apply data insights effectively.
There are a variety of impressive new tools designed to offer data analysis in the L&D world, and perhaps in another installment, we can go over some of the key players. But essentially, look for a few key features.
A Boon to Business
This wealth of dataflow is a boon to businesses without a doubt, especially those businesses who have capabilities of assessing and deciphering the data—not to mention securing it—and making actionable determinations from it. User-friendly interfaces like dashboards inspire users and educators alike to identify their patterns, strengths, and weaknesses. That same data can also act as an early warning system, flagging issues before they become problems, and helping L&D initiatives keep their forward momentum.
Nearly 50% of career development champions (a designation implemented by LinkedIn) use internal data and analytics tools to identify skill gaps, allowing them to gain quick and critical insight into what may be holding their organization back from meeting its goals. Make no mistake, this is a transformative approach, leveraging data to drive decisions, strengthen performances, personalize learning, refine engagement, and improve outcomes.
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