The successful implementation of any enterprise system requires solid business support and deliberate planning and this is especially true for systems that have a wide impact on regulatory compliance, such as Learning Management Systems (LMS). These implementations require detailed planning and cross-organization collaboration to guarantee success.
Trying to evaluate the impact that learning and development has on your people and ultimately, the business is not a new challenge. Learning should be a strategic investment that drives business performance and builds business capability. But knowing ‘how’ to achieve this measurement is not always easy.
There are different approaches to evaluation that I have explored with NetDimensions in our recent webinar and the accompanying paper. However, the time has come for us to move beyond just evaluating learning activity. At Fosway Group we often say that L&D has a habit of delivery. So to embrace impact as a central ethos, L&D needs to stop taking orders and just tracking completion rates, number of events run and happy sheets returned. Instead, we need to look at whether or not learning delivers a positive result – ideally for both the learner and the business. And if it doesn’t, we shouldn’t do it.
But 80% of the attendees at the webinar rated themselves as ‘OK’ or ‘Poor’ at measuring learning impact. And our current research into over 1000 learning professionals also shows there is considerable room for improvement with only 54% of respondents saying that their learning technology ‘always’ or ‘frequently’ delivers a positive impact for their organisation.
For the past few years, buzzwords about (big or small) data and making sense of all that information have been thrown around quite often by industry research analysts and vendors alike.
First things first — what is big data? Where does it come from?
According to the Gartner IT Glossary big data includes high-volume, high-velocity and/or high-variety information assets that demand cost-effective, innovative forms of information processing that enable enhanced insight, decision making, and process automation.
The fourth V, veracity can be considered the most important. How accurate is that data in predicting business value? Do the results of a big data analysis actually make sense? Data must be able to be verified based on both accuracy and context.1
More specifically in the context of HR professionals, department managers, chief learning officers, and training managers, the vast pool of information consists of personnel data, learning or training data, job profiles, competencies, performance appraisals, and more. Your organization already has some or all of these pieces of data, and even a lot more. One of the challenges is that these pieces of information are most likely stored or recorded in silos.
Keep in mind there is already plenty of enough useful information to analyze within your Learning Management System (LMS) alone to get started.
This guest blog post by Jeremy Blain was originally published on LinkedIn Pulse as part of a week-long series of blog posts featuring the five drivers for success as we head to the 2020s workplace, according the white paper “5 Key Drivers to Build a Successful Workplace for the 2020s” published by Cegos Asia Pacific.
Driver #2 of 5: Impact of Technology
Welcome to the fourth industrial revolution — digitization of work, communication, collaboration, learning, life…
Considering an increasingly remote and potentially independent workforce of the near future, 83% of respondents believe that as Gen Z enter the workforce they will require and will demand far greater peer connectivity using mobile devices.
Technology remains at the heart of modern business, and is playing an increasingly important role in how we connect with clients and associates alike.
Respondents told us they are already preparing for the changes that come with new technology; many believing that our working practices will become more automated over time.
We asked a group of business, learning and HR leaders how their organizations were using / benefiting from new technologies, enabling greater efficiency of and effectiveness within their workforce.
This is the conclusion of a 2-part guest blog post from Speexx, sponsor of NextSteps 2016, NetDimensions’ Global User Conference. Click here to read Part 1.
Step 2: Engage, engage!
For the learner, offering training that is optimized for a mobile device can be very engaging, as it allows him or her to drive their learning path, when and where is most convenient. This flexibility impacts the success rate of your learners and therefore the success and cost effectiveness of the training program.
Remember, you want to engage with learners with both content and tools that they are used to seeing outside of the workplace, from gamification elements of learning to mobile devices.