Learning and development has seriously evolved over time and whilst it is still key that people are put through the right training and the cost is managed accordingly, it is also imperative that outcomes of such learning opportunities are taken into account. This is where the use of metrics and data predictively come into effect.
Here are a few of the most significant learning metrics to apply to your working and learning world.
Learning Analytics and Big Data
The first international conference on Learning Analytics and Knowledge was held in 2011 in Alberta, defining Learning Analytics “as the measurement, collection, analysis and reporting of data about learners and their contexts, for purposes of understanding and optimising learning and the environments in which it occurs”.
With the modern, digital era, the growth in data has paved the way for the analysis of data patterns and their assistance in determining possible factors that may improve the learners success. Check out Brinkerhoffs Success Case Method to see how qualitative analysis can be used in the learning environment.
Brinkerhoff’s Success Case Method (SCM) involves identifying the most and least successful cases within your learning program and studying them in great detail. It allows you to compare successes with failures and by doing so, it enables you to identify what to change to ensure success in future projects and tasks.
Learning Effectiveness & Workplace Application
It’s crucial to measure the learner’s pre-learning level of knowledge, skills and experience in order to assess it against the analysis of post-learning. Take it from us, there isn’t much use in providing the learner with a fantastic experience but then not assessing the practicality of it.
Consider the outcome of a training program and see if the learner’s skills and knowledge to carry out a task has improved. Is there appropriate evidence of this application in the workplace itself? Can the employee use this learned information to better manage their duties or projects?
It’s important to follow up with individuals before and after training programs in order to better assess their effectiveness.
Behaviour Change & Meeting Targets
Behavioural change, whether individually or at a team level is a key aspect of measuring learning. When looking at individual behaviour change, it’s important to assess whether the learner’s behaviours in the workplace have altered to reflect the need. For example, are their goals more in line with the company’s cultural ethos?
When assessing behavioural change in a team setting, you will likely want to see a more cohesive team scenario. One by where effectiveness and efficiency is at the forefront, post learning.
A great way of measuring and improving upon learning is to meet with the individual or team and analyse performance against specific goals or targets.
Once this information is recorded, you can then distribute the relevant learning materials, setting a time frame to allow for the measurement against said targets in a 6 month or annual time frame. This will help you to better monitor the impact of this learning.