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Learning analytics are the practices to prove and improve the impact of learning programs on outcomes. We can use surveys, tests, and on the job performance metrics to show that training is making an impact on business goals like sales, customer satisfaction, and profit/loss.

When you gather the right information about training programs and courses, then you can show how, where, and when your solutions are making an impact.

Learning analytics ensure we are answering the right questions and then help us to make data-driven decisions. Learning analytics will help you create learning experiences which make a difference to your learners and business partners.

What happens if you do not evaluate? What if you keep focusing on design and development?

Here are 7 disasters that can happen taken from the article below:

  • Investments are made based on perceptions
  • Middle managers cease to support investments in learning
  • The commitment to learning and talent development will diminish
  • The influence of the learning function will diminish
  • Budgets are curtailed or not funded properly
  • The image of the L&D function suffers
  • Team satisfaction will diminish

Remember, learning analytics is about performance and outcomes, learning analytics is not about counting the number of training courses you have developed.

But what if you are thinking, “no one is asking (or cares) about data about learning.” It could be a faulty assumption. And part of being a learning professional is being data-driven.  If you do find yourself in a predicament where no one is asking or mentioning the data, the article below presents four approaches to break this cycle:

  1.  Reframe the Problem
  2. Find a 'Friendly'
  3. Report on data that Matters to the Business Leader
  4. Tell a Compelling Story