Tracking Learning: Doing It Efficiently
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AcornTracking Learning: Doing It Efficiently
Uploaded by
AcornTracking Learning
Doing it efficiently to track organisational success
Why track learning?
The best way to see learning results in an organisation is to track,
adjust and review training programs. By collecting and analysing
data, they’re able to identify trends or patterns, understand
engagement, see completion rates and ensure learners are
getting the most out of their learning experience.
Where to start?
Once organisations determine ‘why’ they’re tracking employee
training, this will help determine the ‘what’ and the ‘how’. It’s
important to focus on key outcomes and avoid giving attention to
areas that might not actually have that big of an impact.
What To Track
& Measure
Completion Rates
See how many employees have accessed and finished a course. It’s important for both
compliance training and learning engagement.
Course Attempts
Better understand users while also tracking drop-off rates at a macro level – an indicator
of overly dense or long courses.
Learner Progress
See if learning content is being received and effective on a macro level, and better
understand employee’s progression and comprehension rates at a micro level.
Feedback
Learner feedback is the best way to understand – straight from the source – what is and
isn’t engaging, what is and isn’t effective, and the aftercare needed post-training.
ROI
Tracking the efficacy of a training program and its various elements will allow
organisations to adjust them as needed, which ultimately helps them stay ahead of the
curve and abreast of issues that could be costly in the future.
How To Track
& Measure
Automated Tracking
Look for a learning management system with an in-built
learning record store (or the ability to integrate with one).
They effectively store all data which is then used for
reporting and analytics within the platform.
Custom Tracking
A more technical approach to monitoring data. It often
requires users to input their own information and for
administrators to monitor and ensure the right information is
being put in.
Manual Tracking
Only ideal when requiring a small snippet of data or there are no
other options. It might involve a learner manually forwarding a
completion certificate onto a course administrator who then
manually tracks each individual completion.
Post-Training
Enablement
Training vs Enablement
• The goal of training is to teach an employee a skill, knowledge or
attitude they can utilise in the workplace.
• Enablement works off the belief than an employee can already do
their job effectively but with the caveat they could do it better.
• Enablement focuses on removing obstacles that may prevent
success.
Link training to the day-to-day
• Understanding the nuances of the everyday challenges and tasks
employees face will help organisations create a more meaningful
and impactful learning experience.
• Reworking training to create opportunities for employees to learn in
the flow of work will encourage better skills and remove disruptions
to knowledge retention.
Organise & arrange training intuitively
• If employees have to jump through hoops to access content, they
just won’t. Discoverability is a big player in engagement rates.
• Content should be delivered in a relevant and engaging way e.g. a
video instead of a 100 page text book. Intuitive design makes
content delivery inconspicuous so the user can retain information
effortlessly.
You can learn more about this topic by
checking out the full article:
https://acornlms.com/resources/tracking-learning
