Latest Thinking on Learning Measurement, Analytics and Reporting | CLO

Talent Development

The nature of work, the workplace, and worker expectations continue to change at an unprecedented speed. These changes continue to call for a transformation in workplace learning –both the WHAT (e.g., reskilling, upskilling) and HOW (delivery methods). As such, learning functions continue to leverage and evolve their learning measurement, analytics, and reporting approaches to guide these efforts. This article highlights six areas in which learning will continue to evolve, ranging from standardization of reporting, artificial intelligence, machine learning, to data-driven management. Figures 1 and 2 describe four levels of maturity for learning measurement and analytics: 1) Inform– answering foundational questions and identifying trends. This level usually focuses on ad-hoc reports or scorecards with just historical data. 2) Monitor – ensuring the learning efforts meet a certain threshold such as a level one measurement score of 90 percent favorable or better, and which is usually presented as a color-coded dashboard. 3) Evaluate and Analyze – traditional program evaluation (5 levels of learning impact) 4) Data-Driven Management – determining the business impact of learning on goals, such as 2 % higher sales due to learning. As organizations continue to prioritize learning efforts that have a disproportionate impact on business outcomes, learning leaders can use this framework to determine the current and aspirational state of their ROI measures and use this information to strengthen this important area.

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