Is your workplace training out of touch?
Nurture Marketing Specialist at Kineo APAC
Does your workplace training measure what the business needs to know in order to be successful?
Some organisations are being limited by the capability of their learning management system to record, score or display data, meaning they aren’t properly tracking success, seeing where engagement falls off or sharing back in real time with learners. However, there is a way to plug in technology to make it work. In this blog we’ll look at what you are missing out on if you aren’t capturing learning data, how social learning and the knowledge of peer comparison can be a motivator, and what tools you can use to make it work.
Firstly, why is it good practice to use an LMS?
An LMS is an application that is used to create, track, report and deliver training, this much we know. It also streamlines the training delivery and alleviates laborious administration, enabling you to manage, and document your learning on a single platform.
To produce real results with business impact, you need an LMS that pulls learners in and keeps them engaged. When executed well, a modern LMS can be a gateway to sharing knowledge and changing behaviours. Because it's vital to learning success, Kineo explores UX and how to boost interaction with your LMS, covering what makes a great design with features and functionality that have real impact in meeting the demands of today's learner. Discover more about ‘pull learning’, modern learners want to be proactive and in control of their own personalised learning journey.
Social learning in the workplace is a more informal communication based learning culture that can simply consist of asking your colleague for help and support with a task. Sharing tips, ideas and best practice with peers has been practiced since the inception of the workplace. In more recent times it has become a more formalised term, especially in the area of knowledge management. With rapid improvements in technology individuals can now share learning resources from any device and at any time. This approach is effective for problem solving, decision making, building trust across the business through colleagues, yet quality control does need to be administered periodically given the informal nature of insight and knowledge sharing. Social learning practices also solve issues that crop up when an individual moves on from that role and is no longer ‘on tap’ to provide direction. Kineo’s Stream of Thought podcast: Support your learners 100% with social learning delves into this further and offers support for how to advocate a collaborative learning community ethos with a freer society of information exchange.
Secondly, what data should we be analysing?
There are so many routes to take for determining where learners are in their journey, that indicate where they need to go next and how best to get there, however few understand that there are different types of learners that need different kinds of learning outcomes.
In Towards Maturity’s report: L&D’s relationship with data and how to use it more effectively data and analytics have been one of the high priority skills identified in the future L&D team (96%) since 2017. This continues to be an area of confusion, with what data should be captured and understanding where data adds value.
Onus on the individual
At Kineo, we know all learners are individuals and therefore you should collect data that explores the learner, not the program. Across the areas of operations, strategy and transformation, we've found these questions will help to save you from drowning in data.
When involving areas of the business in the L&D process, build operational foundations across the learning activities in respect of engagement, experience, performance along with consideration to the wider external context. Ask yourself:
- What are you really aiming to achieve?
- What does the business really need to know?
- How does this new knowledge benefit the business?
How do we really know there has been learning impact?
Kineo’s learning impact strategy maps to the Kirkpatrick Model for Training, created by Donald Kirkpatrick, Ph.D, to define the four levels of training evaluation, namely:
Level 1 – Reaction and Engagement
Level 2 – Learning and Retention
Level 3 – Behaviour pre-training and post training behavioural change with role based skills improvement
Level 4 – Impact and change along with impact to the business
Shifting the learning focus to the learner, rather than the program: creating an individual pathway, instead of a role-based learning roadmap will be transformational. Within the capability of a modern LMS playlists should be a standard feature, along with recommendations based upon learning gaps and further knowledge building in the area of study. To back this up coaching, conversational and other supports are an aspect in the bigger picture.
To measure real impact you’ll have to delve deeper into the business – think sales targets, margins, efficiency or staff retention rates, with analysis conducted cyclically, as part of a personal and professional development plan.
And tools you can use to make your learning work..?
Kineo’s platinum partner, Totara offers an LMS suite that provides a more engaging learning experience. Browse Kineo's LMS client case studies to learn more about real life LMS journeys and how through close collaboration with our clients, we have experienced the measure of learning impact.