Understanding Effective Learner Analytics
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It’s no secret that data is important in today’s business world. But what about learning and development (L&D)? How can we use data to improve our programs? That’s where learner analytics come in. In this blog post, we’ll discuss what learner analytics are, how to get started with learner analytics, and how you can use them to improve your L&D programs.
How to leverage Learner Data
With Learning Management Systems [LMS] and Learning Experience Platforms (LXP) or any other learning solutions becoming an indispensable part of design and development of L&D, organisations don’t need to look further to identify and understand relevant learner data. This makes learning a more focused and result oriented exercise.
Techademy Learning Platform comes inbuilt with its analytics engine – Learner Telemetry which helps you not just track learner metrics but also suggest actionable insights to enhance your L&D just in-time.
Read more about the capabilities of Learner Telemetry
Understand these learner analytics to design better L&D programs
According to research, 70% employees report that they do not possess the skills needed to complete their jobs Despite that, 62% of the HR managers believe that they are not able to engage the new learners within the organization.
While the learners realise the need for skilling, they might not be engaged with the programs. Engagement rate helps you track the effectiveness of delivery or experience of the LMS. To increase engagement, probably it’s time to tinker with these.
Completion and Pass Rate
On an average, only 5-10% of the participants successfully complete the learning assignments, and out of them the pass rate is bad as well. Now this is the stage where reality hits hard on the learning and development department. After getting the best courses out there, why aren’t employees interested? Why don’t they engage? Well, think about it, is there a better way of doing things? Can we think about Immersive and Personalized experiences for the employees? These are some questions that will help to further stabilize the learning curve for employees.
This metric is also related to engagement because engagement ultimately boosts completion and then eventually pass rate.
ROI of learning
ROI for training is program benefits (net profit) minus the training costs and then divided by the program costs.
This indicates the amount returned as a benefit for every rupee spent on a program. This can also be converted to a percentage by multiply by 100.
ROI calculations of training aim to answer two broad inter-related questions
ROI is easier to calculate in jobs that can easily be monetised for ex. Sales or marketing. However, measuring ROI for tech roles is slightly trickier.
Using on-the-job assessments:
In this method, managers can use on-the-job assessments and performance metrics related to the job to evaluate the impact of training. These assessments evaluate the code quality, time-taken for projects, and task complexity to make judgements on the training effectiveness.
Get deeper insights on how to select the right KPIs for L&D
How does LXP/LMS help?
Data collected through LMS/LXP is an effective way of measuring course completion rates, users last logged in details, status of course, total students’ enrolment, total training hours, assessment of employees or answers and scores in a quiz, learners progress of the course/program and total attempts at assessments, etc.
To conclude, effective Learner Analytics are not just useful in enhancing training initiatives, and boosting ROI of learning, but also can be equally useful to identify and reduce wastage of L&D resources.
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