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
7 Disasters that Happen When Learning and Development Does not Focus on Results - Training Industry
Everyone can agree that learning is crucial to the success of any organization, yet learning and talent development professionals often fail to show that their efforts are directly improving the organization's performance. The result? CEOs and other key decision-makers don't see the value of learning programs, and they may end up on the chopping block - along with the budget.
Remember, learning analytics is about performance and outcomes, learning analytics is not about counting the number of training courses you have developed.
I Focused on Training, but I Should've Focused on Learning
My organization trusted me with our most valuable asset: our people. Leaders gave me stewardship over a large cash investment for employee development. They asked, "Do you have any facts, evidence, or data that shows training changed anything?" With embarrassment, I answered, "No, I don't." I couldn't show the return on investment.
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:
- Reframe the Problem
- Find a 'Friendly'
- Report on data that Matters to the Business Leader
- Tell a Compelling Story
Four Approaches to Break the "No One Is Asking" Cycle By Peggy Parskey - Center For Talent Reporting
In the last 18 months, I have noticed a concerning shift in the sentiment of learning professionals about ramping up the quality of their measurement and in particular their reporting. This sentiment had been quite prevalent 10-12 years ago, but abated for a while. Now it's back with a vengeance.