As an organization, it is extremely important to invest in your people. As you probably already know, learning and training are a huge part of building and growing your company and your individuals. But, it can be a large investment and doesn’t always give the return that it promises.
To ensure that you are getting that return on investment, below are the 3 steps to follow when building and implementing a learning management framework.
1. Understand the focus criteria to be used in determining training.
Competencies are defined as skills and abilities that can be demonstrated and defined. Being able to measure these through training and assessments can make for a highly trained and highly qualified organization. If you tie your learning objectives to competencies, they can be measured in reference to how the learning is used to achieve competency. You will be able to track and measure every learning objective, competency, and every employee.
Training Based on Competency Gaps
Many of our clients are moving from a model of applying an annual training plan to their employees to providing training based on competency gaps in more of a continuous timeline. This enables them to get the most for their investment in training, as well as close the gap between time and results for that training.
Making Use of Tools at Your Disposal
Making use of existing analytics or reports can help you to determine what learning resources are effective and which are not. You can then decide which are worth keeping and which need some tweaking or even replacing. No matter what system you are using, data can help you to make informed decisions that are best for your organization. You will see that it makes a huge difference in your learning framework.
2. Understand how people are consuming learning in your organization.
Once you have analyzed your data, you will be able to notice some trends of how your people are working and learning. Below are a few examples of trends that we have noticed in some of our clients.
a. Is your population of users more interested in online learning courses or instructor-led courses?
b. if more than one learning course is linked to the same competency (KSA), which one is the population choosing to sign up for?
c. If people are taking a course but are still below expectations in that area, you will know that the course is not effective. Inversely, if people are above expectations in an area but are not signing up for a learning course, then is the learning necessary?
In order for these trends to become apparent, you must utilize your analytics and reporting tools. If you don’t have any, start looking for a system that works for you.
3. Make effective decisions about your learning investment.
After you have figured out how your people are learning, you can understand how learning is used. Analytics and reporting are a big aspect of this. You will have all of your data in one place and are able to make decisions just by looking at one or two reports. You will be able to see what learning worked and how you will use that to further your employees and organization.
Two things to look for when figuring out what kind of system or tool you need for your analytics and reporting are:
You want your analytics and reports to be flexible and customizable because not every organization or position is the same. Not everyone needs to see the same things and not everyone cares about the same things. Maybe you are looking at just one position or one learning course. You don’t need to see everything in the system. You just need the one thing on your dashboard.
To truly maximize your learning investment, following these 3 steps will help. Understanding and executing the data is extremely important when it comes to the talent and growth in your organization. Just remember that not all organizations are the same. Your company may need a completely different model than your competitor. So, flexibility and customization are key when selecting which tool you will use.