Learning analytics can now ensure that the elearning content gets used by learners. So the people should be helped to increase their skills for retaining them in the company. But some problems arise in collecting such analytics.
Why is learning analytics needed?
Every job has a key performance indicator(KPI), and the training aims to ensure that these parameters related to a job improve. But, unfortunately, if they didn’t improve, the training didn’t impact them.
The KPIs are measured in terms of job functions and include whether the employee grasped the working of new software and used it successfully to handle clients. It could also be related to meeting new revenue goals for an employee. Hence the major targets of an elearning program are these KPIs. Every training program aims to improve the performance of employees in terms of KPIs so that they become worthy of appraisals.
And the targets of a training program help a company know what learning analytics should be captured for it. For example, if they are a part of a desk-based job and need better retention of hard skills related to software, the employees must score more than 80% in all elearning tests. This should be the key learning analytics measured for them. But are the test scores enough? Read more…
Learning analytics are useful for a business because there is a need for employee participation for L&D to be successful.
The elearning team has to check the completion rates, but the learners might not have learnt any skills from the course despite completing it. Moreover, the learners might be scoring high on tests, but the course might not affect their job performance.
Hence, companies must know which data to collect and measure for their learning program to be effective.
- Test results might not reveal the truth.
The LMS admins have to get learning analytics even after a program has finished.
Companies need to analyze the elearning test results once the employees fail to perform well post-training. The LMS admin can ensure scheduled reporting so that the intended test result report is delivered one month after the data is captured. Through the scheduled reporting, the crucial reports are sent frequently and automatically to the stakeholders through the LMS. Employees clear assessments by learning everything in an elearning course, but if they fail to apply skills, it’s useless in their jobs.
Hence, after 1 month, if problems are discovered in employees’ behaviour regarding implementing knowledge of a completed course, the course must be modified.
Cramming theoretical knowledge is not a way to impart practical skills to employees; instead, memory association games are needed, making employees apply such knowledge in real life.
- Ask employees and managers about their training feedback.
Apart from checking employees for their knowledge retention by getting reports 1 month after the test scores, the LMS admin can also get information about whether employees liked the elearning or not. The employees can be sent surveys through Google Forms sometimes after the course. It might be true that although employees are employing the new skills at the workplace, they are not yielding the relevant results.
If they are facing any problems in using the skills imbibed through the elearning course, a review session can be arranged for them so that any doubts are clarified.
If employees cannot be contacted for any feedback about the training, managers can be asked for their post-training feedback. Some employees might have trouble applying new skills because they cannot synthesize knowledge. In the case of hard skills, this is an important step.
- Inability to synthesize knowledge.
The learners need to be able to arrange the theoretical knowledge taught to them in a practical way which is possible when they are asked to construct a flowchart based on the skills of a procedure.
But if this step is missing, some learners might have trouble applying the skills. Hence, they should be asked for feedback after assuring them that it will be confidential, so they don’t become objects of ridicule. Getting feedback from the employees must be a constructive process because if training needs improvement, it does. Employees must not be blamed for their lack of understanding.
The aim of the HR that is collecting the learning analytics is to make employees better at their jobs and improve the ROI of the company. Hence it should encourage employees for their feedback.