Current Situation
Traditional L&D metrics relied heavily on post-training evaluations and feedback, often leading to a lag in understanding the actual impact of training on performance. Moreover, this approach usually missed out on capturing real-time changes in employee behavior, application of learned skills, and the resulting business impact. Advances in technology now allow for real-time analytics.
Goals and Objectives
Goals:
Assess the quality of skills retention following current and retraining.
Strategies:
Implement a mixture of certifications for required skills, simulations for recurring skills, and retraining — voluntary and required — for soft and optional skills training. Lean into peer review processes to understand perceptions of performance relative to skills and contrast with skills growth and LMS/LXM participation.
Technology Deployed
LMS/LXM
Learning analytics
People and performance analytics
Peer reviews
Skills assessments
Mentorships and training programs
Certifications
Simulations
AR/VR
Use Case Summary
Modern HR strategies leverage real-time analytics tools and platforms to measure the immediate impact of L&D initiatives. By integrating performance management systems with learning platforms, organizations can instantly gauge how training content is being consumed, applied, and its influence on performance metrics. This approach not only provides immediate feedback on the effectiveness of learning modules but also helps in quickly identifying areas of improvement, allowing for agile updates to content. In essence, real-time analytics fosters a continuous loop of learning and feedback, ensuring that training remains relevant, effective, and aligned with organizational goals.