How I Used Analytics to Create Better Employee Learning Courses

As we all are aware of the fact that the online environment is so active in the digital age, we can now keep track of a lot of things. Analytics is collected everywhere and gives us a valuable insight into user behavior and the efficiency of various processes. If we talk about eLearning as part of your learning and development program, analytics plays an important role in improving the effectiveness of the online courses up to a great extent. In this post, let’s discuss analytics and how it has helped me to create better employee learning courses.

Analytics Overview

Learning analytics helps to gain unparalleled eLearning experience whether it is about educational institutions or business employee training. However, to create a productive environment in which employees would thrive, both traditional and digital classrooms have to rely on actionable data.

This data comes from every measurable factor, including learner feedback, employees’ or trainees’ score on tests and exams, and the amount of time they need for completing a course. In addition,  factors such as personal preferences, skill levels, and, individual achievements allow educators to take a closer look at how their students are performing.

Empowered by this kind of insight, content creators and course developers can establish a framework for eLearning that not only brings the best possible results regarding employee motivation, engagement, and knowledge retention but is also suitable to different interests and learning styles.

Learning analytics improve work environments as well as experiences. Without them, educators would not be able to measure the success rate of individual courses, modules, and employees, neither they would they be able to provide learning materials, teaching methods, and studying tools that make eLearning so beneficial.

Improved Content Based on Learner Input

When it comes to continual improvement of eLearning classes, courses, and modules, educators need to pay extra attention. They need to keep a track to two related, but separate metrics— individual employee performance and overall knowledge retention rates. For both, actionable data can be procured from learners’ feedback.

Knowledge retention rate is the most reliable indicator of how well-designed and successful a specific learning course is, but it always depends on individual employee preferences. It’s up to a learner (your employees) to provide a helpful input and address the course’s issues and shortcomings. It’s up to us, as educators, to encourage our learners to speak out. In terms of improvement, this exchange is crucial. Through employees’ input, analytics can help us custom-tailor the areas that need improvements and provide content that’s both engaging and highly personalized.

If you offer online courses to your employees, make sure to include a feedback section at the end of each module. Measure the time needed for finishing the module and compare test/exam results with specific teaching styles, methods, and tools. It may be that your employees prefer video content over fact-dense blocks of text – if you want to improve learning content in your learning and development program, you need to ask for learner input.

Related: Real-Time Learning: The Future of Learning 

Finding Performance Gaps

Once you start analyzing data and personalizing experiences, you’ll be able to see how well individual employees are performing on a daily basis. This will allow you to identify and eliminate most common performance gaps.

A knowing-doing gap is referred to the difference in between knowing and doing things. This gap can take place due to several factors. If one of your employees achieves less than others, it may be because the course is too challenging according to their skill. Therefore, it’s crucial to analyze the knowledge-doing gap individually with the help of employees’ input and test results. This way, you get to know the requirements and further enhance their learning experience.

Improved Overall Course Success…

With analytics, one can improve overall course success by tapping into the employees’ feedback and other essential metrics. eLearning analytics is extremely helpful when it comes to personalization. However, eLearning doesn’t imply creating separate courses for every employee with slightly different interests, skill sets, and productivity levels.

Online courses can be personalized as per the majority say, which means you need to design a course keeping in mind the primary learning concerns. The courses can further be redesigned and restructured according to the requirement. This will only impact the difficulty level instead of content or method. By using analytics, you can improve the course up to a great extent. All you need to do is think on questions like— Is your course too challenging? Maybe it is not difficult enough? Is the type of content suitable for the subject matter at hand? Are there any technical or material overlooks?

If you notice that there is a particular part of your course that employees find uninteresting, try to make it engaging and helpful. If analytics reveal that one of your modules isn’t complete, include additional content. Whatever you do, use data to deliver higher quality eLearning.

…Provides You Valuable Analytical Data for Your Organization

If properly used, learning analytics enable your employees – and thus your organization – to reach their fullest potential. The benefits of course data collection and analysis are not only limited to the learners, but they also help you excel at your job as an educator. Statistics are incredibly valuable for all, so why not publish them?

The Bottom Line

eLearning analytics is critical for both your organization’s and your employees’ success. Measurable data can help you gain a thorough insight into learner behavior, and create unparalleled learning – and employee – experiences for your workforce. Eventually, it’s your hard work that is going to prosper.