So, you’ve launched a shiny new training initiative. Completions are rolling in, quiz scores are looking good, job done, right? But if this where your data trail stops, you’re only telling the first chapter of your story.
To truly measure the effectiveness of learning, your analytics should follow the full journey, from first click, to competency, to demonstrable business value.
Here we break down five essential learning analytics, each building on each other to give you a complete, measurable picture of training impact, as well as the individual metrics that will help you get there.
‘Engagement’ can sometimes feel like an empty buzzword in this industry, but backed with real data, it can give a picture of how your audience is interacting with content, whether they’re staying on track, and highlight any friction points.
So how can we move beyond completion rates towards demonstrating meaningful participation?
The longer it takes to bring someone up to speed, the more productivity you lose. Speed to competency measures the efficiency of your learning programs. How quickly can someone go from novice to confident performer?
This is particularly important for onboarding or enablement programs, and especially for high-turnover roles or industries.
Passing the end-of-module quiz or completing digital scenarios is a great way to demonstrate learning and application at the point of training, but what’s the story six months on?
Learning retention and application looks at whether learners have actually absorbed and remembered the content, and more importantly, whether they’re using this knowledge in the workplace. These are both early indicators of learning effectiveness.
If your learners have retained and are applying training content, you would hope to see a positive impact on individual and organizational performance outcomes. This links learning directly to business results, validating the strategic value of L&D.
Identify KPIs that correlate to the desired learning outcome of your program, and observe whether these change before and after the training intervention, for instance:
With L&D budgets increasingly stretched and teams required to do ‘more with less’ demonstrating a tangible return on investment is crucial for proving value to stakeholders and securing budget decisions. While this incorporates many of the analytics already discussed, ROI goes a step further and quantifies the value of performance gains against the cost of delivering the training initiative.
Discover how we’re on track to deliver £2.5 million cost savings for a leading supermarket brand, all while improving retention and speed to competency. Read their success story.
Get in touch today to learn how our learning solutions can help you track these key analytics and drive real business value.
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