Learning metrics – what should you measure?
What can learning metrics tell you about the learning culture in your organization?
Learning metrics are unique to each organization. They provide valuable information about the state of your organization’s learning to management and the individual. It is common for learning programs to be inefficient in knowledge transfer and to provide a low return on investment. The Ebbinghaus Forgetting Curve is just one of many explanations for this. A common cause is failing to understand and meet the participants’ needs and behaviors, or falling short on training strategy or content curation.
It’s worth creating a process and continuously following up training programs in order to understand how they are impacting learners and then act on those insights.
You can analyze your learning culture and get a valuable snapshot of the large amounts of data generated by users on your learning platforms. You can see which competency areas need to be strengthened, which content is unattractive, or why there is a low level of activity in your learning programs. You gain valuable insights into user behaviors throughout the learning program and how you can refine your content to increase quality and better support the business and your participants.
Tips on how to define your learning metrics
To get the most out of this, it is important to understand your goal.
- Define specific, measurable goals. The learning metrics must be determined before the development and launch of your learning programs.
- Commitment is a crucial factor for success and increases performance and learning investment returns. Make sure to include at least a few commitment-related metrics.
- Examine how your participants perform on different types of tests, like quizzes, self-reflection modules or competitive elements. This together with curated material can significantly increase the return on your learning investment.
- Identify where your teams are facing the biggest knowledge gaps. That way, you can support them with timely measures, such as coaching or feedback.
Organizations spend countless resources on formal training, investing in traditional learning methods, designed to enhance performance. But what happens after […]Read More ›
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