How to build a successful data-driven learning strategy

When it comes to your learning strategy, you need to place your funds where the data is.
You already know that employee training is very important, but many times you need to accurately show the location, method and amount of investment. You need practical training KPIs to help you from creating a training plan to cultivating employees to achieve your business goals.
and you should do this in a way that does not involve drowning in redundant data.
If you are not sure how to measure the effectiveness of training, the solution is to set specific and focused indicators. Metrics that help you transparently track student progress, employee behavior, and performance
In short, you need to find the right training KPIs to track your LMS.
In this article, we will discuss the importance of applying data-driven methods in learning, which training KPIs are important, and how to use them.
Why you should apply a data-driven approach to your studies
Collecting data to measure the effectiveness of training is one way to save money.
Consider this: According to a Gallup poll, if a manager at a large company increases his team’s engagement to the top quarter, he can save $ 60.3 million per year. While the way to achieve this goal is through training, large American companies spent an average of $ 17.7 million on training in 2019, but the investment of most companies in training did not generate any return close to this return on investment. Chapter
Why? Because in most cases, your training strategy is not data-driven.
Having a data-driven learning strategy means that your training system is aligned with the changes you want to see in the bottom line and vice versa. For example, if your goal is to increase sales or customer satisfaction, then you must have certain skills and soft skills in training.
And you need to make sure to set up training KPIs to measure these skills.
However, although training KPIs can (and should) vary from company to company based on your goals, you still need to know how to use some training metrics.
We will discuss these important training KPIs in the next section.
Which training KPIs to track
When designing a data-driven learning strategy, you must ensure that you have an effective way to analyze your learning goals. Fortunately, if your LMS is worth it, you will be able to generate custom reports for any user, course, or event without any additional work on your part.
But you need a way to sort and prioritize all this information.
A good idea is to use the Kirkpatrick training evaluation model, which consists of four levels: reaction, learning, behavior, and outcome. Set training KPIs for each of these four levels. It will give you a good idea of ​​whether your training has successfully taught employees the knowledge and skills that should be taught to them.
If overall performance improves due to training.
Level 1: Response KPI
At this level, you want your training KPI to measure the level of participation of learners and how they interact with the training course. For example, you want to know if they respond better to certain types of content, such as gamified content. You also want to understand how they respond to specific content delivery methods (for example, pre-recorded videos and real-time zoom seminars). This will provide you with insight into the effectiveness and commitment of the current training setup.
Some specific training KPIs to track at this level are:
Attendance – This is especially helpful if some of your training is optional or self-paced.
Mobile Applications and Desktop Use-Most good LMSs also have mobile applications that employees can download. At this point, you want to know whether your employees prefer to learn via mobile phones or computers, as this will help you optimize content accordingly.
Employee Comments: Do they find the training attractive or boring? Is it useful or confusing? Which parts will change? The best way to get this data is through pulse surveys built into training – so employees can rate courses while they are still fresh in their memory.
Level 2: Learning KPI
At this level, you want to assess how much learning content your employees can digest. You can also see how much of this new knowledge employees can successfully apply in the workplace.
Some specific training KPIs to track at this level are:
Training completion rate – This will allow you to see the number of employees who actually completed all training. As noted in this training industry article, it is one of the most important training KPIs to track because it can also support compliance. For example, when it comes to the mandatory part of your training, your completion rate should be 100%.
Average Training Completion Time – This indicator will not only show you the actual time it takes employees to complete a course (compared to the time you think it takes), but it is also one of the training indicators that you can help determine your For example, if you calculate the average completion time of a course and the average salary of employees, you can understand how much your training actually cost you.
Course Assessment Pass / Fail Rate: This will help you measure your employees’ learning progress and see if you need to modify or simplify some of the training.
Average Test Scores – You can compare these scores to certain standards or benchmarks to understand how your employees are performing and if your team has knowledge gaps.
Information retention: You want to know how much of the knowledge your employees have acquired remains with them in the long run. You can do this by including follow-up assessments as part of the training. You can also download from

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