This blog is based on a learning portal seminar hosted by Peter Dobinson, Solutions Architect at NetDimensions’ partner company LEO, at the NextSteps 2017 conference in London.
While a Learning Management System (LMS) provides a wealth of diverse information for your learners, portals act as a neat destination on more focused areas. As well as being gateways to further learning, portals are popular with NetDimensions’ clients because of their capacity to provide everything from guidance about new working processes to insights into user engagement.
Why do organizations like learning portals?
There are a lot of reasons why companies find learning portals highly effective. You can target a specific audience – potentially employees, customers or anyone who wants to access your learning programmes – and focus on a precise business impact area or goal, such as sales learning, with a holistic solution.
The recently released version 13.1 of the NetDimensions Talent Suite includes a number of exciting new features, such as bolstered Artificial Intelligence (AI) capability.
Artificial Intelligence, or machine intelligence, is defined in the Merriam-Webster dictionary as “the capability of a machine to imitate intelligent human behavior”. Artificial Intelligence is widely tipped to revolutionize the Learning & Development (L&D) industry with its ability to use technology to make automated, intelligent choices on an ongoing basis.
Artificial Intelligence was first introduced to the NetDimensions Talent Suite with the introduction of Dynamic Load Analysis in version 12 in July 2016.
The NetDimensions Talent Suite version 13.1 sees new, enhanced AI functionality with the addition of the AI Assistant Recommendations feature.
Measuring the business impact of learning was a key focus at the NetDimensions EMEA User conference in London in May. According to Fosway’s Learning and Talent Analytics: Practical Strategies to Drive Real Outcomes 2015 Study, 85% of companies say HR Analytics is a medium or high priority. In addition, research conducted by our partner companies LEO Learning and Watershed found that more than 85% of L&D professionals want to use analytics to improve their learning programs, while over 77% believe that it’s possible to demonstrate learning’s impact. However, L&D departments are still unsure about how to effectively measure the business impact of their learning activities.
Why measuring the business of learning is important
As budgets inside large organizations are decreasing, it’s becoming increasingly important for L&D to demonstrate its impact to top management. We now have the capabilities and the tools to actually analyze the connection between Learning and Development activities, and business performance. According to the Brandon Hall Group’s Learning Analytics 2017 Study, as much as 51.5% of organizations only analyze their learning program’s data annually or on an ad hoc basis. Only 14.4% of organizations continuously analyze their learning program’s data. Organizations need to move away from a snapshot analysis, which quickly becomes outdated over time, to a more sustainable process where big data is used strategically to make business decisions.
The technology to measure the business impact of learning is now available in the market but organizations are struggling to put in place a sustainable strategy to measure and then demonstrate that impact.
In the interview below, Piers Lea, Chief Strategy Officer at LEO Learning and Donald H Taylor, Chairman of the Learning and Performance Institute, talk about why measuring the business Impact of learning is important and why L&D managers should begin the journey now.