According to a recent workforce learning report, a staggering 94% of employees stay longer at an organization if it invested in their career. Learning and development is one such investment that pays rich dividends not only for the employees but for the organization as a whole. In today’s gig economy, rather than an optional perk, learning has become the focal point of hiring discussions because it signals that the employer values their people and is actively investing in their success.
So, what is Learning Analytics?
An organization that's invested in its employees maintains a learning management system (LMS) that's rich with courses targeted toward employee development. Answers to questions such as these are found with Learning Analytics:
Learning Analytics is defined as the collection, measurement, analysis, and reporting of data about learning activities. In general, learning analytics is used to find out what happened with a given intervention and why it happened, and by a variety of target audiences.
As a learning manager, you want to bring evidence-based learning narratives and analytics to your stakeholders, so that they can quantitatively equate how learning and development of employees helps achieve your organization's strategic and business goals.
As a people leader, you want to curate a learning program for your workforce that helps develop essential skills for the roles that they're in now, as well as the roles that they’d like to move to in the future and to positively impact employee retention, attraction, and similar.
As part of an organization invested in its people, you want to compute the ROI of your learning programs by analyzing factors such as whether the learners are maximizing the available offerings, if the content rolled out is adequate for enhancing the employee profile, if there’s a proper analysis and assignment of the learning programs as per learner profile, and how satisfied the learners are with courses.
Gather insights into Learning Management
The two most important entities to manage and analyze in any learning management system are its content and learners. The more you learn and analyze about your learners, the better you'll curate content that appeals to the sensibilities of your learners. In this context, it becomes important for you to look at your learners through various lenses such as tenure, business domain, job functions and grades, geography, education, historic enrollment, completion trends, and diversity attributes such as gender and ethnicity. Similarly, it's very important to understand how learners perceive the content. You can understand this perception based on their active enrollments, completion rates, pending completions, evaluations, and assessments, and most importantly how the learning content translates to the talent profitability of the workforce.
Introducing Learning Analytics from Oracle Fusion HCM Analytics
With more and more Chief Learning Officers and executives opting for a data-driven approach, Learning Analytics is moving to the front of the new Learning and Development (L&D) skillset. It's pivotal for any people leader or learning manager to answer this question: how do I bring data, analysis, and insights into the conversation to measure outcomes that help employees succeed?
Introducing, Learning Analytics from Oracle Fusion HCM Analytics, the subject area that provides our Oracle Cloud Learning Management customers with ready-to-use insights and KPIs tailored not just for L&D departments but also for the organization as whole.
To begin with, people leaders want to understand the percentage of employees among their reports who have enrolled in a learning course. This provides the power of the data to nudge the remaining workforce to upskill or train themselves with learning content. This subject area provides enough data points to slice and dice the learner population by various demographic cuts
For example: It would help a people leader or an organization to answer business questions such as – Does age influence learning? Or employees in which tenure range are likely or unlikely to enroll in a learning program? Also, once enrolled, what's the average time spent to complete the learning path. This data can be taken as an average across all or specific learning courses.
The cost involved in upskilling the workforce is another important insight provided within this subject area. With a few clicks, you can see curated data for average cost per learner to Total cost for your organization or Business Unit or any demographic and time cut.
You can analyze the trend in learners and enrollments with respect to time periods (month, quarter, year), geography, business unit, and similar for any specific learning course to analyze growth or decline and benchmark it with expected enrolments.
Not all locations and countries have the same trend of learning inclination in an organization. It helps the people leaders to identify those locations that have lower enrollment rates to promote and encourage adequate learning.
A 3x3 performance versus potential matrix with active and completed voluntary enrollments helps you understand how an employee’s performance and potential ratings can be the key drivers of their success and performance versus others who are on the opposite end of the spectrum.
You can analyze the popularity of learning courses based on number of enrollments, completion rates, ratings, and similar. You can compare or perform a trend analysis on popular courses versus enrolment types versus completion rate and then map these to learners’ profiles to understand how different category of learners upskill themselves based on their profiles.
All these insights can culminate to an improved profile for the learner and translate as a new skill or upskilling, competency, certificate, degree or even an award. For example, suppose learners’ writing skills improved from being average to proficient after the course. You can analyze the number of learners with an improved talent profile and the learning content that acted as the catalyst and the actual profile item that was added or updated for the learner.
Finally, you can drill down to compare any of the key metrics related to various aspects of learning such as number of learners, enrollments, completion rates, average ratings, cost per learners by various entities such as manager, departments, business units, and jobs.
As Learning Analytics continues to advance with tremendous growth in the amount of learner data and content, the first order of business for people leaders or learning managers is to identify KPIs or metrics that help measure performance and effectiveness of business and learning outcomes.
Check out this demo video on Learning Analytics.
Tune into a podcast on how to invest in your employees with Learning Analytics.
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