Data-driven learning: how to measure the impact of corporate training

Did you know that 87% of organizations report that they find it difficult to isolate the real impact of their training? real impact of training? In addition, 82% acknowledge that their training data is isolated from other business data, and 75% do not have access to the information needed to perform high-level analysis.

The question is no longer whether your organization should train its teams. That much is clear. The real question is: Do you know if this training is having an impact?

In a context in which skills are changing at an increasingly rapid pace – the World Economic Forum estimates that 39% of the world’s 39% of key skills key skills will change by 2030-, measuring training is no longer an administrative task but a strategic decision.

Why measuring training is no longer optional

For years, many training and development departments have measured the success of their initiatives with basic indicators: number of people enrolled, courses completed, training hours or satisfaction survey results. basic indicators: number of people enrolled, courses completed, training hours or satisfaction survey results.

These data are useful, but insufficient.

A course can have a very high completion rate and still not be changing behaviors. A training course can receive good ratings and still not be reducing errors, speeding up processes or improving business performance.

That’s where data-driven learninga way to design, manage and optimize training based on real data, not perceptions.

What is data-driven learning?

Data-driven learning consists of using learning, performance and business data to make better to make better corporate training decisions.

It’s not just about generating reports. It’s about answering key questions:

• What competencies does the organization really need?
• What contents are working and which are not?
• Which groups need more support?
• What is the relationship between training and performance?
• Where are we investing investing resources without getting a return?
• What training actions should we scale, redesign or eliminate?

Deloitte points out that organizations that are mature in learning analytics connect learning, business and performance metrics to demonstrate the value of L&D to demonstrate the value of L&D and make better decisions.

Which training KPIs should you measure

Measuring does not mean filling dashboards with indicators. It means choose metrics that help to improve.

Some basic KPIs may include:

• Participation rate.
• Completion rate.
• Average time of dedication.
• Evaluation results.
• Student satisfaction.

But an advanced LMS analytics strategy must go further:

Learning impact KPIs

• Improvement between initial and final evaluation.
• Level of acquisition of competencies.
• Knowledge retention in the medium term.
• Progress by itinerary or role.

Job transfer KPIs

• Practical application of what has been learned.
• Observable behavioral changes.
• Feedback from managers.
• Reduction of errors or incidents.

Business impact KPIs

• Productivity improvement.
• Reduction of time-to-competence.
• Increased sales or conversion.
• Improved quality of service.
• Reduction of turnover or absenteeism.

McKinsey recommends measuring L&D execution and impact with KPIs linked to business excellence, improved learning and efficient use of resources.

Why many companies fail to measure real impact

Most organizations already have data. The problem is that it is often scattered: in the LMS, in HR tools, in spreadsheets, in surveys or in performance systems.

Therefore, one of the great challenges of L&D is not to “have more information”, but to build an integrated vision.

Deloitte notes that 95% of L&D organizations surveyed do not excel at using data to align training with the business, manage the learning function or improve the effectiveness of their methods.

A LMS with analytics and reporting capabilities makes it possible to make that leap: from isolated reports to a strategic reading of learning.

How an LMS with analytics and reporting helps make better decisions

An LMS platform should not just be a repository of courses. It should become the center from which to design experiences, measure results and trigger continuous improvements.

Totara by Actua, incorporates advanced hyper-personalized analytics and reporting and your team will be able to:

• Detect knowledge gaps by area, role or group.
• Identify content with low with low effectiveness.
• Customize training itineraries training itineraries.
• Prioritize investments according to impact.
• Generate clear reports for management.
• Demonstrate the value of training with data.

And this is key in the decision phase: when it is necessary to justify a budget, renew a platform or defend a learning strategy to the business.

How to start measuring corporate training better

There is no need to measure everything from day one. The important thing is to start with a clear logic:

Define the business objective

Before creating the course, define what problem you want to solve: reduce errors, accelerate onboarding, improve sales, increase adoption of a tool or develop leadership.

2. Translate this objective into indicators

Each training action should have associated KPIs. Not only for consumption, but also for learning, transfer and impact.

3. Configure the LMS to capture the appropriate data

Reporting should be designed from the beginning, not at the end. If you don’t capture the data well, it will be difficult to demonstrate results later.

4. Analyze, adjust and improve

Data-driven learning does not end with a report. It ends with a decision: optimize a piece of content, change a format, reinforce a group or scale an initiative.

From data to decisions: the new role of L&D

Training analytics should not be seen as a control tool, but as a lever for continuous improvement. lever for continuous improvement.

Measuring allows you to make better decisions, but also to elevate the role of L&D within the organization. When Training can speak in terms of impact, performance and business objectives, it ceases to be a support area and becomes a strategic partner.

In an environment where 85% of employers plan to prioritize upskilling plan to prioritize upskilling their workforce, according to the World Economic Forum, organizations that know how to measure better will also be able to learn faster.

And therein lies the key: it’s not about training more, it’s about training better.

At Actua we help organizations design digital learning ecosystems. that connect technology, user experience, content and data. Because a good LMS not only distributes training: it helps to understand what is happening, what is working and what decisions to make to improve.

Do you want to know if your LMS is helping you measure what really matters? At Actua we design digital learning ecosystems with analytics, reporting and a clear vision: to turn training data into business decisions. Let’s talk.