Learning Analytics

Measurement Innovations to Support Employee Development

John R. Mattox II, Mark Van Buren, Jean Martin

• Publisher: Kogan Page
• Year: 2016
• Print ISBN: 9780749476304
• eBook ISBN: 9780749476366
• Edition: 1
• Topic: Business
• Subtopic: Human Resource Management
• Index: Business

Faced with organizations that are more dispersed, a workforce that is more diverse and the pressure to reduce costs, CEOs and CFOs are increasingly asking what the return on investment is from training and development programmes. Learning Analytics provides a framework for understanding how to work with learning analytics at an advanced level. It focuses on the questions that training evaluation is intended to answer: is training effective and how can it be improved? It discusses the field of learning analytics, outlining how and why analytics can be useful, and takes the reader through examples of approaches to answering these questions and looks at the valuable role that technology has to play. Even where technological solutions are employed, the HR or learning and development practitioner needs to understand what questions they should be asking of their data to ensure alignment between training and business needs.

Learning Analytics enables both senior L&D and HR professionals as well as CEOs and CFOs to see the transformational power that effective analytics has for building a learning organization, and the impacts that this has on performance, talent management, and competitive advantage. It helps learning and development professionals to make the business case for their activities, demonstrating what is truly adding value and where budgets should be spent, and to deliver a credible service to their business by providing metrics based on which sound business decisions can be made.

Index

Note: page numbers in italic indicate figures and tables.

ADDIE (Analysis, Design, Develop, Implement, Evaluate) model/process 22, 71, 99, 124, 127–30, 128, 129, 130–33, 147–48

aligning L&D to business goals through needs assessment (and/by) 123–49

ADDIE model: linear vs cyclical business alignment 127–29, 128, 129

ensuring link between training content and business needs 123–24

how alignment is achieved 124, 126–27, 125

how evaluation results inform Analyse phase (ADDIE) 133–34, 136, 138, 135, 137

tests (and) 138–42 see also case studies

multiple inputs 138–39, 139

unpacking the ‘Analyse’ stage of business alignment 130–32

using competency assessments to find skill gaps 142–44, 143

and learning needs assessment for high-potential employees 144–46, 144, 145

analysis of variance (ANOVA) 163, 164, 209

Application, Impact and ROI 21

applying business intelligence systems principles to learning and development 62–65, 69, 66, 67, 68

Archimedes 113

articles/papers (on)

aligning training with strategic objectives (T+D Magazine, 2014: Valenti, D) 124

‘Competing on Talent Analytics’ (Harvard Business Review) 215

‘How to Start an Objective Evaluation of Your Training Program’ (Kirkpatrick, D) 23

information needs of CEOs re training (Chief Learning Officer, 2010: Phillips, J and P) 20, 20

‘Maximize Training Impact by Aligning to Business Goals’ (Bahlis, J) 124

Return on Investment (ROI) as critical evaluation metric (T+D Magazine) 132

Associati...

Table of contents

• Cover
• Praise for Learning Analytics
• Title Page
• Dedication
• Contents
• Foreword
• Acknowledgements
• 01    Why now? The occasion for learning analytics
• 02    What is learning analytics?
• 03    Technology’s role in learning measurement
• 04    Linking learning to business impact
• 05    Scrap learning: the new leading indicator of success
• 06    Aligning L&D to business goals through needs assessment
• 07    Benchmarks
• 08    Optimizing investments in learning
• 09    Beyond learning analytics to talent management analytics
• Index
• Copyright