5 Questions That Learner Analytics Will Help You Answer

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While learning and development strategies are finding wide ranging adoption, it is equally important to employ L&D analytics to study the impact of the L&D programs. Here are few questions that get answered by L&D analytics.

1. How well do L&D programs help in employee retention?

With attrition a worrying trend, employee retention becomes a key differentiator in most organizations. Analytics have shown that employees prefer organizations that encourage career development, and encourage them along a long-term career path. Those who prefer to remain swear that they did so because they had access to the learning and development they needed. Analytics help in getting insights to which particular L&D program is enticing the cohort and whether the retention and loyalty justifies the cost incurred.
2. How does L&D analytics help in understanding employee performance?

Although the performance is exclusive to L&D, however with adequate analytics, it is easy to find how exactly learning relates to employee performance. The analytics need to be performed on data from the employee’s entire life cycle for proper evaluation. Analytics help in getting a big picture using data over time frames ranging from months to years. Such analytics involves HRMS and financial management tools apart from just performance management. It also helps in tracking ratio of high performers; how long does it take for performance to improve after training and so on.

3. What is the impact of L&D on employee engagement?

Employee engagement metrics are not so defined to be measurable. Yet it has been proven that it is of paramount importance in overall success of the organization. According to one study in particular suggests that 70% of the variance in performance ultimately can be traced back to the degree of employee engagement. It is noticed that across locations, departments and teams the employees who have recently undergone professional development program show highest levels of engagement and vice versa. By L&D analytics we understand that training does improve overall engagement and performance.

4. Who benefits the most from L&D?

Analytics help companies identify the individuals who have benefitted most from L&D programs over the past years. These groups can do with further training for better profitability. Similarly, re certification can be scheduled adequately. Analytics also help in identifying cohort with similar traits, the individuals who show potential for growth and hence could be trained at priority. And yet again identifying a set who needs different kind of training, basically helps in curating training programs to suit individual and organizational needs.
5. Is there a possibility that the organization doesn’t need some specific L&D programs?

By adequate analytics it’s possible to zero down on what is working and what is not. It helps ascertain whether after undergoing a certain program is there a business outcome or not. The learning metrics can be compared to the business metrics and a decision can be taken if the practices need to be continued or reworked. Things like whether a training program has had an impact on the financial results of that particular quarter or whether manager training hours can be linked to changes in revenue per employee in that team, can be analyzed.

By the cloud-based learning analytics technology, HR and business systems can be connected and the L&D oriented total contribution to business goals can be ascertained