Data is fundamental to every industry today, including with respect to training and learning. A data-driven approach is absolutely essential in the context of identifying both issues and opportunities. However, the volume of data generated by training and learning can be vast so how can you get the most from the data that you have available?
What kind of data might be relevant?
In the vast sea of available data there are some key data types that can provide useful insights into areas such as performance and suitability. For example, the following data might be worth focusing on:
- The percentage of learners who used specific aids and learning elements e.g. watching a video – this kind of data is crucial in terms of understanding how engaged learners are with the training and learning on offer
- The number of people currently on a specific course
- Background data on learners (e.g. degree educated, position within the company etc)
- Changes that occurred post training (such as an increase in employer revenue)
- The percentage of people who completed courses – or didn’t
- Any individual improvements or changes noted by learners
- Performance data – how well learners score on quizzes or tests and whether they “passed” at the end of the course
- Opinion data – whether learners thought the training or course was relevant to them, as well as whether it had an impact on their job going forward
- Customer satisfaction – did the learning meet the needs of the individual and organisation. Did it meet the learning objectives?
- Improvement. Has the learning improved in knowledge or skills since the training. Has this had a positive effect on the team/company?
With this type of information you can monitor a range of insights, everything from how much of the content of training or learning has been retained to whether specific courses are satisfying those they are intended for.
How to get the most from the data
Organise and store it
The vast volumes of data available can be confusing and overwhelming so it’s crucial to find a way to organise the data that you have so that it can be analysed.
Get used to integrating it into the decision making process
Data provides insights into successes and failures, context to decision making and an overview of outcomes. The level of detail available could have a big impact on future success if it is properly integrated into ongoing decision-making.
Understand the difference between qualitative and quantitative data
Qualitative is essentially based on fact or statistics while Quantitative data focuses on learners’ perceptions and experiences.
Use tools to help you to manage and analyse it
A Learning Management System, for example, comes with the function to analyse certain learning-generated data built in to its infrastructure. This type if integrated analytic capability will make it much easier to gain perspective on the data you’re looking to use.
Training and learning data is crucial to informing ongoing L&D decision making. It could be essential with respect to making the right choices about the training that is offered and saving money where courses or learning are having little impact. Given the wealth of data available – and the tools to make analysis simple – those organisations not working to get the most from training and learning data are missing a great opportunity for growth.
Get in touch with Enterprise Study to learn how our solutions can help you to get the most from your training and learning data.