6 Strategies for Data-driven Learning and Training
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With significant time, resources and money being allocated to develop rigorous training programs, managers are becoming increasingly pressured to showcase impact on revenue. LMS reporting and analytics have emerged to help you solve this business problem. Join us with LMS Reporting and Analytics Expert, Stewart Rogers, for an in-depth session that will leave you with actionable insights to make better use of your LMS data, and showcase training effectiveness. You will learn: - How you can use data to improve training and learning - How you can use data to showcase the impact of training on the bottom line - How you can use data to gain deeper insights into individual learners, and groups of learners for comparative analysis
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6 Strategies for Data-driven Learning and Training
- 1. 6 Strategies for Data-driven Online Learning & Training Stewart Rogers & Sean Hougan E M P O W E R T A L E N T
- 2. Sean Hougan LMS Market Researcher Stewart Rogers LMS Data Expert Your Hosts
- 3. Totara & Moodle are 80% more cost effective Managed cloud hosting reduces your IT operating costs by more than 40% Over 12 years of experience and 600 customer implementations Lambda: Cloud Learning Management Experts
- 4. You’re in Good Company
- 5. Today’s Topics 1. 6 Strategies for data-driven training 2. Data to decipher where you are now 3. To guide where you need to be going 4. To create your data-driven story
- 6. Housekeeping 1. Audio 2. Q&A 3. Poll Q’s & Post-survey 4. Follow-up email
- 7. • Are you currently using a data-driven approach? – Yes, we’re getting there! – Sort-of, but not fully… – No, not at all Poll Question 1
- 8. Poll Question 2 • Does your LMS have a robust reporting tool to help inform your training/learning decisions? – Yes, and we use it! – Yes, but it does not provide the information we need. – No, it does not.
- 9. Where are you now? 5 key questions to guide your data analysis: 1. How can I use data to understand how learning/training programs are performing? 2. How can I use data to learn how training/learning has improved on the job performance? 3. How can I use data to see which employees need additional support? 4. How can I use data to make training/learning more effective? 5. How can I use data to see if ROI was achieved?
- 10. And, how do you get there? • The data you collect and analyze will begin to paint a picture of where you need to improve • It will also highlight data-need gaps • AND provide indicators on how improvements can be made Where do you need to be?
- 11. Strategy 1: Take a big-picture view http://www.skillnets.ie/sites/skillnets.ie/files/pdf/Measuring_the_Impact_-_Final_Report.pdf How are company-wide learning/training programs performing? Stakeholders want to know if programs helped… Make Money Save Money Or, Avoid Costs
- 12. Calculating Success Measures Ex. Sales Training 1. Measure for each sales rep if possible 2. Isolate variables that also effect revenues – Seasonality, increase in lead generation, new talent, product feature changes 3. Corroborate pre-test, test and retention quizzes 4. If knowledge retained, proceed 5. Wait 3 months to compare sales
- 13. How can I use data to learn how training/learning has improved on the job performance? 1. Ensure training aligns with employee performance measures 2. Pull performance scores from reviews 3. Pull employee-led reviews on their own performance Strategy 2: Determine Behaviour Change
- 14. Strategy 3: Determine Training Needs How can I use data to see which employees need additional support? Look at assessment data Look at learner progress data Look at course engagement data
- 15. Strategy 4: Use data to Improve Effectiveness How can I use data to make training/learning more effective? Employee feedback on training (survey) Collect engagement data Collect time spent learning data Collect assessment data
- 16. Strategy 5: Determine Training ROI How can I use data to understand if training/learning ROI was achieved? Collect perception & attitude data towards learning Collect Learner Progress Data Synthesize this data! https://www.business-case-analysis.com/return-on-investment-roi-for-training.html#step3 Training ROI = [$ saved, $ made, $ costs avoided] – Training Costs
- 17. Strategy 6: Tell a Story Use the data you’ve collected to tell a compelling story that communicates How training/learning impacts business objectives How training/learning improves employee productivity How training/learning improves employee satisfaction
- 18. Questions? Ask Away Stewart Rogers LMS Reporting & Data Expert
- 19. • Resources will be sent out in our follow-up email • PowerPoint • Recording • Satisfaction Survey Next Steps
- 20. TOLL FREE +1.877.700.1118 EMAIL SALES@LAMBDASOLUTIONS.NET WWW LAMBDASOLUTIONS.NET
Notas do Editor
- Why is Lambda talking today about Top LMS Features – our background is in Cloud Learning Management and we are full service organization headquartered in Vancouver, BC. We specialize in open source learning management systems like Moodle and Totara Both Learning Management Systems are feature rich and most importantly – they are 80% more cost effective when you match leading competitors in the market today making them one of the fastest growing technologies in our space. And as experts in eLearning and implementing the platform that we have found reduces IT operating costs by more than 40%. We have over 600 deployments under our belt that have allowed us to soak up industry best practices and pass them onto you. Like today’s webinar topic!
- Your in good company with companies that use our technology like Google, Safeway and Four Seasons that use open source learning management systems like Totara One company that we would like to highlight is Step Energy Services, an oil and gas field services company located in Western Canada. STEP Energy uses Lambda’s hosting platform and services with the Totara Open Source Learning Management System They have said that using Totara has given them an an incredible response from our professionals, exec team and management. Managers are loving the reporting and ability to check out their teams training records. STEP is also developing more engaging online courses to have on the system via Micro Learning, quick little 2-3 minute online courses that relate to safety hazards.
- Today’s session is interactive, so let’s start with Poll question one so we can get to know each other.
- http://www.skillnets.ie/sites/skillnets.ie/files/pdf/Measuring_the_Impact_-_Final_Report.pdf
- Our strategies are guided by the 5 data questions to direct your analysis project with tips and considerations to ensure you get the most insightful data possible Our main objective of this webinar, is to get you excited about data so you can use it to tell a meaningful story about your learning and training programs It is our hope that your story helps you to get more buy in from your executive team to grow the valuable learning that you bring to the organization
- How are company-wide learning/training programs performing? This is a good question to start with, because it provides the context you need to drill down into your training programs to use the following 5 strategies we recommend effectively. You need to understand where you are now, before you can use data to help you decide where you need to be going. What we hope you gain from this presentation, are some helpful strategies to tell a data-driven story so you can educate your leadership on the value of your training machine. Your stakeholders are going to care about how your learning and training programs have help the company make money, save money or avoid costs. If you can determine these metrics you’ll be laughing and you will have a much easier time receiving the resources you need to grow your department. If you haven’t set your training or programs up with they key metrics in mind, common training that helps organizations… Make money is sales training which may come in the form of product knowledge courses or, sales tactic training which help sales improve peformance via soft skills. While soft skills are harder to measure, numbers don’t lie. Training that helps to save money may be process driven training that helps employees complete tasks faster or provide strategies to cut out inefficiences. For example, I came across training from the manufacturing industry that educated workers on how they can save material and machinery depreciation costs by wasting less raw material, and taking better care of equipment Training that helps organizations avoid costs very much falls under compliance training such as workplace harrassment training and health and safety training. Hefty regulatory fines can come down on any organization if they are not meeting compliance standards, especially thouse of you who are here from the healthcare sector. Hard Measures of Training Impact by Department Your training that helps to make money, save money or avoid costs Training that makes money: sales training, product training Training that saves money: process training (ways to do things faster, ways to cut out inefficiencies) Training to protect company/avoid costs: compliance training, workplace harassment training, financial reporting training’ As a quantifiable example, hard measures of training impact may be the # of units produced, # of units assemble, hours of downtime, or tasks completed (ideally in a measure of time) Soft Measures of Training Impact (these are harder to measure) Training can impact attitude change (perceptions, loyalty) Training can impact positive change in the work climate (grievances, job satisfaction) Training can impact work habits (tardiness, absenteeism) Training can improve employee initiative (implementation of new ideas, # of employee suggestions) Start with collecting data on metrics that are easy to obtain: System logins by department: are there some departments or organization groups that login significantly less? Course completions by department: are some not completing? Pre and post test/quiz results by department? This will provide data to see if training is actually being used, if it is is you can drill deeper into the effectiveness of training in various departments Now consider the tougher questions, and how data may be helpful. For this type of data, you will need work closer with departmental managers to understand how training has impacted the bottom line. Sales training for example, is one way to understand how training has impacted revenue. In order to best describe how you can determine these measures from your training and learning programs, we will use sales training as an example. Depending on the training outcomes from sales training, the inevitable outcome, is to help you sales team make more money for the company. These will be the end-objective of your sales training but there are steps you need to take to ensure you properly report the REAL SUCCESS MEASURES OF THE TRAINING Sales training may also come in the form of skills are tactics your sales team may use to better persuade a consumer to buy Regardless, when pulling this data, you will want to isolate all variables that may contribute to the increase in revenues Test, 3 months after training and only test those sales reps that showed knowledge was retained Isolate for considerations of seasonality, product or feature changes, new talent on the workforce... This general structure, can be used to determine how training focused towards saving money and avoiding costs actually contributes to the bottom line. To do this, you will want to isolate any variables that have an impact on sales other than your training
- Considered level 3 of Kirkpatrick's, Behaviour Change, or job performance improvement, is attainable to measure with data, but a lot easier said than done Depending on your business, there are hard measures you can use to better understand this such as: # of units produced and hours used to complete various tasks But there is also data you can pull from your LMS that takes into account actual KPI’s of learners If you have an LMS, that has talent management capabilities it will be much easier to obtain this data, if you don’t you will likely need to pull it from your organization’s talent management system and plopped in a spreadsheet It will depend on the position or perhaps, department you are looking into, to determine what performance measures have been impacted by training It will also be determined by what performance measures training has aimed to improve.
- Considered level 3 of Kirkpatrick's evaluation, Behaviour Change, or job performance improvement, it is attainable to measure with data, but a lot easier said than done. Many organizations have yet to successfully implement systems to precisely see how training effects day to day job performance With that being said, it is attainable and there are a few routes you can take: 1. Ensure training aligns to employee performance meaures Depending on your business, there are hard measures you can use to better understand this such as: # of units produced and hours used to complete various tasks But there is also data you can pull from your LMS that takes into account actual KPI’s of learners If you have an LMS, that has talent management capabilities it will be much easier to obtain this data, if you don’t you will likely need to pull it from your organization’s talent management system and plopped in a spreadsheet It will depend on the position or perhaps, department you are looking into, to determine what performance measures have been impacted by training It will also be determined by what performance measures training has aimed to improve.
- One of the most effective ways to use data is to determine what isn’t working for certain people - a form of failure prevention, to ensure that those who need the additional support get it, so they can succeed. Start by Looking at Assessment Data: Assessment data includes the results of standardized tests, quizzes, assessments, and evaluations. These are measured over time, learning data provides a good picture of who is excelling, and who is falling behind, based on their numeric grades. Looking at Graphical Data, Reports, and Dashboards Reports that can measure time spent learning, user grades by activity, course engagement, course completion, learner progress, and certificates can provide the data needed to identify which learners are struggling, and what they are struggling with. Learner Progress Data Data collected from different reports such as time spent learning, and progress reports. This allows trainers to understand what is being taught, and what is being absorbed. It also allows trainers to understand which individuals are falling behind, which ones are not absorbing information, and what their problem areas are. Once you have identified which employees need additional support, you need to know how to execute on this. Which takes us to the next point.
- How can I use data to make training/learning more effective…. You can begin by collecting this data via direct employee feedback from survey data. Helpful questions to ask within these surveys include: - Does the employee feel they can do their job better after training? - Was the employee happy with the learning environment? - Does the employee have an improved attitude about his or her job after taking training? You may also want to collect engagement which looks at: forum posts, activities and resources accessed And finally collect time spent learning data: questions to guide this query include: - are learners spending the amount time you intended them to spend in a course? Is it too much time, potentially taking away from valuable productivity hours, or is it too little time, possibly indicating cheating or plagiarism? And lastly, look at quiz or assessment data. Are your learners struggling with specific concepts? You can drill into specific questions that appear as outliers to get a good understanding of this.
- There are many ways to look at the ROI of training. As Sean discussed earlier, value to you stakeholders comes in the form of training that helps to make money, save money or avoid costs. All of this will contribute to the ROI of your training or learning programs. The way to calculate training ROI for money made, is to subtract training costs from revenues gained from training. The same is true for dollars saved and dollars avoided. The caveat though, is that costs avoided won’t directly show up on income statements because it is a potential cost that has been skirted. For example, you can investigate how your training has minimized your companies exposure to significant losses in revenues. An example of this, is how the US company, Pep Boy, minimized sales shrinkage. After implementing a training program to educate employees on theft, their losses due to theft dropped by $20 million in the first year alone, because their employees were better able to identify suspicious behavior and report it properly. Before the experiment, Pep Boy took for granted that employees knew what to do, but it turned out what they actually needed, was to learn theft prevention tactics. The easiest way to waste training dollars is to provide unnecessary training, either for people who don’t need it, or who won’t use it. To avoid this, focus on the impact and results of training that directly impact the bottom line or employee KPIs.
- Craft a story that impacts your stakeholders KPIs Know your audience, so tell a story that engages them most.
- Example questions: Can this data be pulled from an LMS reporting tool. Yes! Some of it can…. Some data will not be able to be pulled, like exact ROI metrics, you will need to use the data from the LMS and match it with business performance data What if the built-in reporting feature in my LMS, does not provide the data I need: Welllll, you can collect data manually (fun!) Or you can find an LMS that does provide these functions. You may also be able to find a reporting plugin This was a lot of information on the different types of data I can collect, where should I start?