How to Use Data Analytics to Improve Employee Training – Part Three: Collecting Relevant Data

For those of us in corporate learning and development, data analytics offers a golden opportunity to fine-tune and supercharge our training programs. Whether you’re a seasoned pro or new to the game, harnessing the power of data analytics can transform your training initiatives. 

In a previous article in this series, we discussed setting clear objectives. Now, let's dive into step two: collecting relevant data.

Collecting relevant data – the heart of your analytics strategy 💖

Once you've set clear objectives for your training program, the next critical step is gathering the right data. This data is the foundation for your analysis and the subsequent improvements you'll make to your training initiatives.

1. Leverage your learning management system (LMS)

Your LMS data is a treasure trove of valuable information. It tracks various metrics that can offer deep insights into your training program's effectiveness. Here are some key data points to focus on:

• Course completions: Track the number of employees who complete each course. This can help identify popular courses and potential bottlenecks where learners might be dropping off.

• Quiz scores: Analyze quiz and assessment scores to gauge knowledge retention and identify areas where learners struggle.

• Time spent on modules: Look at how much time employees spend on different modules. This can indicate the complexity of the material or engagement levels.

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2. Gather feedback through surveys

Surveys are an invaluable tool for collecting qualitative data. They provide direct insights from the learners, helping you understand their experiences and perceptions of the training. Consider including questions about the following:

• Relevance of content: How applicable is the training to their daily tasks?

• Engagement levels: Did they find the content engaging and interactive?

• Overall satisfaction: How satisfied are they with the training program?

  
  

3. Analyze performance metrics

Performance metrics, both before and after training, are crucial for measuring the impact of your training programs. This data can include:

• Pre- and post-training assessments: Measure knowledge gained through pre- and post-training tests.

• On-the-job performance: Track key performance indicators (KPIs) relevant to the training objectives. For instance, if the goal is to improve customer service, monitor metrics like customer satisfaction scores or call resolution times.

• Manager feedback: Collect feedback from managers on the observed changes in employee performance and behavior post-training.

  
  

4. Utilize engagement analytics

Engagement analytics help you understand how actively employees are participating in the training. Look at metrics like:

• Login frequency: How often do learners log into the LMS?

• Completion rates: What percentage of enrolled learners complete the courses?

• Interaction levels: Are learners engaging with interactive elements like quizzes, forums, or simulations?

  
  

Practical application: A case study 🔎

Let’s see how this plays out IRL. 

Imagine you're tasked with improving your team's customer service skills. Your objectives are to reduce call resolution times and increase customer satisfaction scores. Here's how you can collect relevant data:

1. LMS data: Track course completions, quiz scores, and time spent on customer service training modules.

2. Surveys: Distribute surveys to gather feedback on the relevance and engagement of the training content.

3. Performance metrics: Monitor pre- and post-training call resolution times and customer satisfaction scores.

4. Engagement analytics: Analyze the login frequency and completion rates of the customer service training course.

   
   

By systematically collecting and analyzing this data, you can identify areas of improvement, make data-driven decisions, and ultimately enhance the effectiveness of your training program.

Collecting relevant data is the cornerstone of any successful data analytics strategy in employee training. By leveraging your LMS, gathering feedback through surveys, analyzing performance metrics, and utilizing engagement analytics, you lay a solid foundation for continuous improvement. 

In the next part of this series, we will explore how to partner with your operations team to align your training programs with broader business objectives. Stay tuned!

For more on how data analytics helped a call center improve their customer service metrics – check out our case study. And for additional information on all things L&D and leadership, follow us on LinkedIn and sign up for our newsletter.