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Globally, organizations spend millions of dollars on training. However, the million dollar question is if the training was effective. This is accompanied by two equally important questions—did it create the required impact the business was seeking, and did it create the Return on Investment (ROI) to justify the training spend?
While we agree on the need to secure answers to all these questions, the reality is that this task is tough. It is in this context that the usage of Learning Analytics comes to your rescue. You can use the Learning Analytics to:
In this blog, I outline why investing in Learning Analytics makes business sense.
Most of us may be familiar with the Kirkpatrick Model of Training Evaluation as shown here. Created in 1959, the model has undergone significant change to adapt to the current day scenario. See its transition from a “pyramidal” approach to the current “chain of evidence” approach.
However, both of them feature 4 levels of training evaluation namely:
NOTE: Its variation with Level 5 featuring the ROI determination is another commonly used approach (Kirkpatrick-Phillips Evaluation Model of training).
The power of the model lies in its approach of:
As you will note, this model focuses on:
This is exactly where the usage of Learning Analytics comes in.
Specifically, through Learning Analytics:
NOTE: It is anticipated that in the next few years, Artificial Intelligence (AI) will be used to enhance the usage of Learning Analytics and create highly personalized cues for learners.
As you would have noted usage of Learning Analytics can help you in progressive improvement of your learning strategy (based on data and not assumptions), eventually leading to the required impact (for both learners and business) and higher ROI.
I hope this blog gives you the required pointers on why investing in Learning Analytics makes business sense and how you can leverage on it to create high impact training. If you have any queries, do contact me.
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