Learning analytics – one of the most crucial aspects to include in your L&D strategy. In a world where everything is becoming data led to improve experiences, it’s important that elearning follows the trend.
For many companies, data analytics drives businesses forward; improving services, sales and customer experiences. Analytics can help to improve your elearning, from both a content and a learner centred point of view.
Data from your learning is one way to achieve continuous improvement to your training programme, enhance performance and boost learner engagement. Even better, you can make your learning personalised, a great technique to engage learners.
Data from your learning content can provide information on what level learners are working at. It might be that some learners are on a lower or higher level than others. If learners aren’t on the right level it can be more difficult for them to interact with and absorb any of the learning.
It only makes sense to ensure learners are seeing and learning content to suit their level. Personalisation can take learners on the right learning path, allowing them to succeed. It enables learners to continuously grow rather than staying at a constant level, or falling behind.
Personalised learning can also include several communications with your learners. This can be anything from emailing them a personalised learning path, sending new learning modules relevant to their level or awards and badges. All of these should make your learners want to learn and engage.
Personalising the learning so that it suits the learner also proves for higher engagement. We all know the feeling of receiving personal emails, ads etc. Learners will feel the exact same once they know their learning has been carefully put together, just for them.
It’s all about analysing your data to see where each learner has failed or exceeded within their learning route and then offering what’s suitable for them. Personalisation makes people want to be involved, as it shows that their individual needs have been considered rather than the team as a whole.
Learners will become more engaged once they are learning at the right level. It simply means that they won’t struggle or find the content boring, they should always be engaged, interacting and proactively taking the next steps.
Learning analytics can assist you to provide further support to your learners. Your analytics may show that certain learners need more learning, further materials to support their learning, or even to work alongside another member of staff to support their development.
Learning analytics can also work parallel to company performance. You will be able to come to a better understanding of whether or not your training is improving how employee’s perform and how, or if they are achieving targets. This data should inform you on whether your learners need more support, or not.
Although finding the time or staff to analyse your data may not seem time and cost effective, it will work out to be the opposite of that. Once your data has been analysed, all of your training will become more time effective; as you will only be providing learning content relevant to the learner, making the best use of their time.
The costs of training should also decrease, as content provided will be more precise to the learners need. Cutting down the cost of providing the same training to all staff, without considering their needs can be a huge waste of your learning budget.
We understand how important analytics are to your learning strategy. This is why we provide intelligent reporting, for you and your learners. As a learning manager, you get access to an area which shows you progress of each learner and their performance on each scenario.
These can help you to identify any gaps in their learning. This is important so that you’re able to understand the level of each learner, and the organisation as a whole. These small pieces of information can help you to apply further learning, or non if it isn’t required.
For the learner, they receive personalised feedback on scenarios. This allows them to understand where, how and if they made the wrong decision. Knowing this information teaches learners how to make the right decision in the future, continuously improving on their knowledge and skills.
All of the points mentioned above, work well together. They ensure that your overall organisational learning strategy is precise, straight to the point and benefiting both the employees and your organisation.
Without analytics, you could be wasting time and money, but most importantly not reaching goals. Equally as important, you could make your employees training journey much more experiential and engaging.
Although it may seem a hard task at first, once you get started you won’t look back.