E-Learning

Measuring The Impact of The Training Programs on Business

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Impact of training Program

One of the biggest challenges in L&D today is illustrating the impact of the training programs. Which means one of the questions that flashes the most is, “What’s the best way to measure the success of online courses and training?”

The challenge is that just because online training programs don’t mean that they are the same as face-to-face classes. Some challenges come with online programs that are unique from a face-to-face classroom.

The good news is that today, there are more ways than ever to measure the success of training programs. From knowledge tests to online assessments, there is now a large assortment of tools L&D professionals can use to measure learning outcomes.

Alignment is the key metric

The better way to accelerate the business impact of your training programs is to attach your learning strategy to actual business/Corporate goals. 

It’s essential to notice that the learning impacts are particular and unique to every organization’s goals, and people’s goals can change over time.

So L&D leaders may have to regularly rethink their learning measurement strategies, redefine what success seems like, and reimagine how programs are often wont to influence business goals related to employee training and development.

 If your training programs don’t align with specific company goals, you’ll have a tough time proving that your training programs make an impression.

Here are two things to think about when trying to extend the impact your learning programs wear your company’s overall business goals:

Direction of Organization

Forward-thinking leaders are deeply connected to the organization. Leaders don’t just understand their metrics. They know employee challenges and, therefore, the goals of every department. They know the business KPIs that is in use by the larger organization.

KPI metrics for your business

Understanding the organization’s general direction and challenges is one thing, but understanding how to measure these KPIs is another. The key metrics important to your business should strongly influence the learning and development sets’ metrics.

For example, if achieving customer satisfaction is a goal, you should focus on improving metrics that support that goal.

Data-Driven Decision Making to measure the impact of training program

Organizations are counting on data analytics to form better decisions, and L&D can’t afford to be left behind. To make sure you’re making the most straightforward decisions (for your learning programs and your business), ask yourself:

  • What are your organization’s top priorities for the subsequent two years? 
  • How do your employee training programs align with the Key Business KPIs that are important to the organization? 
  • What are you doing to ensure the Training program connected to the general business problem and its challenges associated with it? 
  • How often achieving L&D managers actively collaborate with leaders with other functions to make strategic plans to unravel the significant problems?

And to important Question

How do I measure the impact of the training programs?

That depends. If you would like to try to do things the hard way, you manually collect, analyze, and export data sets from your training system environments to match against data from your business systems.

But doing that takes plenty of time (and plenty of spreadsheets). If, however, you would like to try to do things in a more innovative, more accessible way (and I’m guessing you do), then you’ll let a learning analytics tool do all the extensive data analysis for you. (Preferably, one with robust data visualization capabilities will also connect your digital learning data to your business apps.)

In corporate and online learning, we all know how challenging it is often to research and understand the impact and success that your training strategy has (or not having) on the business. Kloudlearn Analytics, the newest addition to our LXP (AI-based) multi-product suite of learning solutions, is meant to unravel these challenges. 

Learning Analytics may be a business intelligence (BI) tool that’s focused on learning. It enables you to know the real-world results behind your learning programs at a way more specific level. It also unravels new insights into employee learning processes and how you’ll leverage your learning programs to drive improved deciding higher performance metrics and a more significant impact on your business.

Let’s say you later launched an employee training program intended to enhance customer experience (which with great care happens to be a top priority for the business).

Learning Analytics can pull employee data from your LMS (like # sessions and completed enrollments) to determine how your program is performing. It also can pull data from business systems that track the precise business goal you’re trying to influence.

The dashboard shows that because the number in fact enrollments increases, the number of support tickets on an equivalent subject decreases, and therefore, the NPS score over time improves.

This proves that your training positively impacts the standard of service customers are receiving, leading to fewer open tickets and a better NPS. When all this employee data is presented side by side, it’s easy to point out the business impact of your learning programs.

Final Thoughts

This article will help you understand the process of measuring the impact of online training programs. It will also help you know how to track and measure the performance of your programs and how to use your results to improve your future programs.

Many organizations have already got a generic BI tool. The truth is those tools don’t have the advanced logic and algorithms in situ to research learning data, which makes connecting your training programs to business nearly impossible.

Kloudlearn Learning Analytics focuses on learning employee data. Not only does it analyze training data, but it also collects business data and correlates how your learning programs are impacting the business operations.

That suggestion can be incorporated to make good decisions for your learners and your business, and you’ll finally prove what you’ve known all along: Your learning programs power your business.

Employees want to be appreciated and recognized for their work, continuously learn new skills and grow within the organization. Unfortunately, when employees don’t receive this stuff, they begin trying to find other opportunities. Keeping your employees happy and satisfied is one of the essential strategies for the L&D Department.

Additionally, make your learners engaged with gamification, social learning, blended learning, etc. Furthermore, tracking and reporting are easier with pre-built reports and interactive dashboards. Contact Us today for a free demo and to understand more about KloudLearn LMS.

ECU Worldwide Selects KloudLearn to Power Its Enterprise Learning and Development

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