How to measure learning and track performance using data analytics

The wealth of data available to us thanks to digital learning means we can track learner progress and performance with increasing sophistication.

“We can extract all sorts of metrics from digital learning,” says Patricia Santos, Cegos Group Chief, Corporate Offer and Solutions. “Everything from test scores, completion data and impact on performance can be measured.”

Measuring progress: what benefits for the learner and the trainer?

In the first instance, this benefits the learner as they can monitor their progress, successes and failures, and adjust their approach to improve performance. They can also compare their performance before and after completing their digital training, so they can see how they much have developed.

We looked at how data analytics increases user engagement in this article. But performance analytics have a much wider benefit for both the trainer and the L&D manager.

Trainers can monitor progress via a dashboard that displays all user results in one place. The display can be colour coded to help the trainer identify individual learners who need extra support. They can also view whole group results to assess if they need to make any adjustments to the program design.

At Cegos, we use data to constantly improve our training programs, especially in response to user surveys. Data analytics help us identify weak spots or areas that lack engagement, so we can introduce more dynamic content where necessary.

A great support for L&D

L&D managers often create Key Performance Indicators (KPIs) for their training programs. Data analytics helps the training provider create a report (often automated) to show the success or otherwise against agreed KPIs.

In Europe, while complying with GDPR privacy laws, individual and whole group data can be used to measure performance against KPIs, providing a valuable indicator of value for money.

So, how does it work in practise? Let’s look at an example of a group taking part in sales training.

• Firstly, data shows how active the participants have been in terms of time spent and how many modules completed. We also analyse test scores, along with performance on multiple choice questions within a module.
• Secondly, we present data from an impact survey, in which the learner provides feedback on their experience and how they feel they have benefited from the program.
• Finally, we provide data on peer assessment and assignment scores, plus any feedback from the trainer.

All this data can be used to measure performance against KPIs to show if participants have learned the key skills required and engaged with the content effectively. We can align this data with real world analytics on sales figures, to see if there is a direct correlation between sales growth and the effectiveness of the training.

If L&D managers can show the training program has been a success and delivered tangible improvements to business performance, it provides a persuasive case for increasing training budgets! At the very least, bosses may be persuaded to invest more in other sales training programs.

“We cannot ignore data analytics if we want to make our digital training programs truly effective,” says Patricia. “Not only is it imperative that we track learners’ performance, and allow them to track it themselves, but we must also ensure clients see the training has a tangible impact on results. That’s why we use various tools to ensure our training hits the spot and helps learners develop the skills they need.”

If you would like to know more about Cegos e-learning programs, contact us today.