How to drive corporate training with big learner data
| Pages | 113-114 |
| Date | 08 June 2015 |
| Published date | 08 June 2015 |
| DOI | https://doi.org/10.1108/SHR-03-2015-0022 |
| Author | Armin Hopp |
| Subject Matter | HR & organizational behaviour,Employee behaviour |
How to drive corporate training with big
learner data
Armin Hopp
Armin Hopp is based at Speexx,
Munich, Germany.
According to Bersin by
Deloitte, 2015 is going to be
a big year in the world of
corporate talent[1]. It predicts that we
are entering a talent world where
people data are central to every
decision, adding, “Organisations that
are investing in analytics teams,
analytics tools, and analytics
expertise are going to far outperform
their peers.”
Big data have already transformed
retail and consumer facing
businesses and is now set to
revolutionise corporate learning, too.
Human resources (HR) and learning
& development (L&D) professionals
will increasingly become
“data-enabled”, with learner data
informing decisions about skills
development alongside demand
from line managers.
Making the most of big data is not
just about identifying what type of
learning and development is needed
and which topics need to be
covered. It is also about getting
better information about how
learning is embraced and used,
what works and what does not, who
is learning and who is not, and why.
With the help of technology and
analytics, it is now possible to adapt
and improve training and learning
delivery, as it is happening, based
on real-time data about learners.
Learner data can provide
unparalleled insight into the learning
process. HR managers who tap into
learner data successfully will be able
to offer the type of responsive and
relevant learning that is most effective.
Using learner data to boost
global workforce development
Use learner data to standardise
delivery: Analysis of learner data
can reveal patterns that will
inform the standardisation of
learning modules and the
standardisation of terminology,
as employees worldwide get up
to speed with the language and
communications skills they need
to communicate effectively with
each other, as well as with
suppliers and customers. It is
vital that multinationals bring a
shared glossary to global
production, and data from
language and communications
learning can help build a shared
lexicon.
Blend data-enabled e-learning
with face-to-face support for best
results: In a large-scale survey of
e-learners[2], 84 per cent of
corporate learners said they
found a face-to-face introduction
to the course useful, and 83 per
cent said they appreciated
feedback provided by a trainer
in person. A combination of
classroom and online training
has proven to deliver the best
results.
How to ...
DOI 10.1108/SHR-03-2015-0022 VOL. 14 NO. 3 2015, pp. 113-114, © Emerald Group Publishing Limited, ISSN 1475-4398 STRATEGIC HR REVIEW PAGE 113
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