The technological benefits for business are constantly being talked about, and the conversation reached L&D years ago. But as business speeds increase, so do expectations of the learning function. It seems that the conversation about the role of technology – and data – in L&D can no longer be ignored.
But although there is a lot of noise about the concept of data and technology in relation to learning, recommendations on the specifics are strongly lacking. What data should L&D collect? And what technology do they have to use to do that?
Training admission data
Introducing a formal and consistent learning acceptance process provides your training team with a lot of useful data and insights. This applies to the daily workload and overall strategic planning.
By standardizing your training admissions forms and directing them through one central location, business partners know that their training requests are visible. In the meantime, you can start collecting data from the standardized process to find out where business training applications and demand for training in general come from. In addition, members of your L&D team will know that nothing is slipping away and accidental duplicate projects are much less likely to occur.
Study of measurement data
Most L&D departments have introduced some form of learning measurement, even if it’s as simple as smile sheets for students at the end of the course. Going a little further with more in-depth student surveys and indicators gathered through your LMS can tell you a lot about the degree of engagement and the design elements and content that really resonate with your students.
But there is a reason why measuring training is a major trend in L&D right now. Learning and development needs exceed learners’ satisfaction and are deeper in indicators such as behavioral changes, productivity improvements and final business results to demonstrate their strategic impact on stakeholders.
L&D Operational data
Business partners can come to your department with training requests, which will improve the productivity or efficiency of their team. But does your L&D team pay the same attention to its internal operations?
From training acceptance and project planning to resource management and capacity planning of your department, training operations data is the key that L&D needs to unlock faster training creation, increased budget and resources, and more good strategic compliance with business.
Using integrations and creating an ecosystem
Once you’ve identified what data your team needs, the natural next step is to figure out how it needs to be captured. You also need the ability to use data and create effective insights.
Effective training departments use specially designed L&D technology to capture and use data from training operations. In addition, you need a partnership from the rest of the business when it comes to data on the business impact of the performance of training interventions. In these cases, integrations are your best friend. With technology capable of integrating between L&D tools and the rest of the business, you can create a data ecosystem that allows your training team to gain the insights they need.
Before you dive into a basic overview of measuring and analyzing your training, it is crucial to take a step back and understand what insights you need. What do you not know about your department or its impact on the business and what data could help you get there? Once you get the answers to these questions, the journey to a better measurement of learning can really begin.