Training Industry Magazine - July/August 2019 - 59

LEARNER MINDSET
MICHELLE EGGLESTON SCHWARTZ

QUALITY VERSUS QUANTITY:
HOW ANALYTICS CAN IMPROVE
TRAINING EFFECTIVENESS

There is more to learning and development
(L&D) than simply creating a learning
program and checking a box. There's a
multitude of considerations that influence
an effective L&D plan - from the state of
the business market to the organization's
goals to the needs of employees.
Organizations must remain competitive,
innovative and agile to stay relevant in
today's market. This requires employees to
be prepared to meet and deliver on changing
expectations, which requires training.
Time is a precious commodity. Who has
time to dedicate days or even hours to
learning? Yes, those days spent in training
are worthwhile. However, if employees
return to their jobs only to continue
checking off items from their to-do list,
the training is wasted. The learning must
be applied to the job in order to become
an engrained behavior.
To streamline learning and application,
employees need training personalized
to their job role and function. They need
training that closes skills gaps in an
efficient and timely manner. They need
learning solutions available on the job to
solve immediate problems. To do all that
effectively, L&D needs data to deliver
quality training.
LEARNING ANALYTICS 101
The idea of gathering learning data and
analytics may sound overwhelming - and it
is - but the trick is to start small. Think about
a question you have; what data do you need
to answer it? Then, collect and analyze the
data that you need to answer that question.

Review the metrics that you have
available to you and start investigating.
Why are learners returning to a specific
page in your e-learning programs? How
many people shared an article in your
learning management system (LMS)? Are
completion rates suffering or soaring in
specific online programs?
There are a multitude of metrics available
to us. Pinpointing the right things to
measure is the hard part; finding the
answers to questions that are meaningful
to strategic goals is the key.

L&D NEEDS DATA TO
DELIVER QUALITY
TRAINING.
IMPROVING TRAINING EFFECTIVENESS
"You can't manage what you can't measure,"
said organizational development and
management expert Peter Drucker. And
if you can't measure it, then you certainly
can't improve it, Drucker believed.
L&D professionals understand that learning
programs must impact business results for
it to be a worthwhile investment. In fact,
their training budgets often depend on
how well they can validate the connection
between training and business outcomes.
However, making that connection
is challenging.
Data can help to make those connections
and provide L&D with the information they
need to prove the value of training. In his
article, "Learning Data: The real definition
and how you can prove business impact,"

JD Dillon, chief learning architect at
Axonify, highlights four learning metrics to
improve the impact of a learning strategy:
* Learner engagement: Engagement
must extend beyond course completion
rates and track participation in training.
This engagement score will allow
L&D to connect learning activity with
other metrics.
* Knowledge assessments: Learning
must be continuous for it to be effective.
Assessments should be built into
learning activities that occur routinely
throughout an employee's life cycle to
accurately assess knowledge over time.
* Learner confidence: Confidence is
an often overlooked component in
training. Low confidence is a barrier to
proficiency. L&D must move beyond
assessing knowledge through tests and
assess the confidence of learners as they
apply the knowledge on the job.
* Behavior change: Assessing how the
behavior of learners has changed since
returning to the job can help L&D
connect knowledge growth to realworld application. Managers should
be heavily involved in this process to
correct any issues before they become
engrained behaviors.
The culmination of these metrics can
help L&D professionals prove the value of
training. Collecting and analyzing learning
data is not easy but can help L&D improve
the effectiveness of training through the
development of more targeted, impactful
learning solutions.
Michelle Eggleston Schwartz is the editorial
director at Training Industry, Inc. Email Michelle.

T R A I N I N G I N DUSTR Y MAGAZ INE -LEARNING ANALYTICS 20 19 I WWW. T RAININGINDU S T RY . C OM/ MAGAZ I NE

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https://www.trainingindustry.com/magazine

Training Industry Magazine - July/August 2019

Table of Contents for the Digital Edition of Training Industry Magazine - July/August 2019

Learning Analytics: Table Stakes for Business Success
Table of Contents
Let's Build a Measurement Practice for L&D
Brain-Based Learning Analytics and Evaluation Practices
Who [Else] Cares About Learning Impact Data
Justifying the Investment in Leadership Training
Is Training Analytics Smoke and Mirrors?
Leveraging Analytical Tools to Transform L&D
Levearging Learning Analytics to Improve Business Outcomes: Where to Start
Was It Worth It? Measuring the Impact and ROI of Leadership Training
How to Make the Transition to a Data-Driven Learning Culture
How Personal Skills AI Assistants Might Disrupt Corporate Training
Machines Are the Future of Training: How Data-Driven Feedback Is Fostering Improvement and Enhancing Human Relationships
Improving Instructor Impact on Learning with Analytics
A Year in the Life: Evolving L&D Metrics From a Reporting Managed Service to Business Insight Partner
Localizing E-Learning Programs for an International Audience
Learning Analytics Is More Than Data Collection
Using Business Data to Drive Training Objectives
Quality versus Quantity: How Analytics Can Improve Training Effectiveness
Coursera Reaches Unicorn Status and Accelerates Enterprise Product Innovation
Company News
Training Industry Magazine - July/August 2019 - Cover1
Training Industry Magazine - July/August 2019 - 2
Training Industry Magazine - July/August 2019 - 3
Training Industry Magazine - July/August 2019 - 4
Training Industry Magazine - July/August 2019 - Learning Analytics: Table Stakes for Business Success
Training Industry Magazine - July/August 2019 - Table of Contents
Training Industry Magazine - July/August 2019 - 7
Training Industry Magazine - July/August 2019 - 8
Training Industry Magazine - July/August 2019 - 9
Training Industry Magazine - July/August 2019 - 10
Training Industry Magazine - July/August 2019 - Let's Build a Measurement Practice for L&D
Training Industry Magazine - July/August 2019 - 12
Training Industry Magazine - July/August 2019 - Brain-Based Learning Analytics and Evaluation Practices
Training Industry Magazine - July/August 2019 - 14
Training Industry Magazine - July/August 2019 - Who [Else] Cares About Learning Impact Data
Training Industry Magazine - July/August 2019 - 16
Training Industry Magazine - July/August 2019 - Justifying the Investment in Leadership Training
Training Industry Magazine - July/August 2019 - Is Training Analytics Smoke and Mirrors?
Training Industry Magazine - July/August 2019 - 19
Training Industry Magazine - July/August 2019 - 20
Training Industry Magazine - July/August 2019 - 21
Training Industry Magazine - July/August 2019 - Leveraging Analytical Tools to Transform L&D
Training Industry Magazine - July/August 2019 - 23
Training Industry Magazine - July/August 2019 - 24
Training Industry Magazine - July/August 2019 - 25
Training Industry Magazine - July/August 2019 - Levearging Learning Analytics to Improve Business Outcomes: Where to Start
Training Industry Magazine - July/August 2019 - 27
Training Industry Magazine - July/August 2019 - 28
Training Industry Magazine - July/August 2019 - 29
Training Industry Magazine - July/August 2019 - 30
Training Industry Magazine - July/August 2019 - 31
Training Industry Magazine - July/August 2019 - 32
Training Industry Magazine - July/August 2019 - Was It Worth It? Measuring the Impact and ROI of Leadership Training
Training Industry Magazine - July/August 2019 - 34
Training Industry Magazine - July/August 2019 - 35
Training Industry Magazine - July/August 2019 - How to Make the Transition to a Data-Driven Learning Culture
Training Industry Magazine - July/August 2019 - 37
Training Industry Magazine - July/August 2019 - How Personal Skills AI Assistants Might Disrupt Corporate Training
Training Industry Magazine - July/August 2019 - 39
Training Industry Magazine - July/August 2019 - 40
Training Industry Magazine - July/August 2019 - 41
Training Industry Magazine - July/August 2019 - Machines Are the Future of Training: How Data-Driven Feedback Is Fostering Improvement and Enhancing Human Relationships
Training Industry Magazine - July/August 2019 - 43
Training Industry Magazine - July/August 2019 - 44
Training Industry Magazine - July/August 2019 - 45
Training Industry Magazine - July/August 2019 - 46
Training Industry Magazine - July/August 2019 - Improving Instructor Impact on Learning with Analytics
Training Industry Magazine - July/August 2019 - 48
Training Industry Magazine - July/August 2019 - 49
Training Industry Magazine - July/August 2019 - A Year in the Life: Evolving L&D Metrics From a Reporting Managed Service to Business Insight Partner
Training Industry Magazine - July/August 2019 - 51
Training Industry Magazine - July/August 2019 - Localizing E-Learning Programs for an International Audience
Training Industry Magazine - July/August 2019 - 53
Training Industry Magazine - July/August 2019 - 54
Training Industry Magazine - July/August 2019 - Learning Analytics Is More Than Data Collection
Training Industry Magazine - July/August 2019 - 56
Training Industry Magazine - July/August 2019 - Using Business Data to Drive Training Objectives
Training Industry Magazine - July/August 2019 - 58
Training Industry Magazine - July/August 2019 - Quality versus Quantity: How Analytics Can Improve Training Effectiveness
Training Industry Magazine - July/August 2019 - Coursera Reaches Unicorn Status and Accelerates Enterprise Product Innovation
Training Industry Magazine - July/August 2019 - Company News
Training Industry Magazine - July/August 2019 - Cover4
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