The Future of Learning Measurement Has Arrived
Learning measurement has become essential for aligning and improving the business effectiveness of training investments and proving the ROI of your training programs. For years, L&D has been an undervalued part of the business, and measuring the impact of training has been ineffective. It’s time to be more sophisticated with the types of technology we are using in learning and development.
AI has arrived. Intelligent learning is transforming L&D, will make your learning programs better and will position your L&D team as essential partners to the organization.
It is becoming critical to personalize learning for employee engagement and achieve personal and organizational success. Discussing the disruption of digital learning, Josh Bersin said, “The corporate L&D industry is over $140 billion in size, and it crosses over into the $300 billion marketplace for college degrees, professional development, and secondary education around the world.” Spending (both time and money!) in L&D has never been higher, and leaders need to prove their learning programs are improving business outcomes.
Micro-credentials, such as nanodegrees and MicroMasters programs, have emerged to address the skills gap, along with the new category of what IBM calls “new collar jobs.” This trend is making e-learning measurement even more of a priority, and the shift is happening quickly. Measurement-focused positions are appearing within L&D, a clear indication that learning measurement is an important and strategic part of the future for corporate training. Moving to e-learning isn’t enough; you need a digital strategy and AI-based learning design and development.
LMS reporting is finally moving beyond learner participation. As a result, many LMS providers are adding a learning record store (LRS) to their suites or partnering with LRS providers. Content curation platforms can show us what employees are learning and how they are socializing outside of the LMS and connect people to the content they need. Assessments, quizzes and satisfaction surveys are becoming obsolete, because they don’t prove learning actually took place. While xAPI is a big buzzword these days, having xAPI capabilities and tracking where learning is happening isn’t enough; modern learning platforms need to have robust analytics, reporting and prediction features that match learning with future on-the-job performance.
“Intelligent learning” infers knowledge transfer from learner behavior. It’s the difference between knowing someone was lucky answering a quiz question and if they actually learned. The abundance of online learning content, and learning data collected about learners as they interact with this content, presents the opportunity to analyze the process of learning and personalize this process to meet each individual’s preferences and needs.
Many e-learning platforms are marketing “adaptive” or “personalized” learning features. These new capabilities are widely defined and often include tagging content and/or moving content into a new platform, which requires months and multiple staff members. The phrase “it’s like Netflix for learning” sounds really great, except learning shouldn’t be like the Netflix model, with recommendations based on what you previously viewed. It’s now possible for training content to be re-edited live as you experience it because it knows your learning preferences and what you’re understanding (or not!). Not only can you see where engagement is highest, non-essential content is automatically removed from the course to save time and keep learners focused on key concepts.
Now is the best time for innovation in L&D. Make sure the tools you invest in can provide a data-driven understanding of how your employees learn, what they’re learning and what they need to learn, so you can define and deliver better solutions and business outcomes. When learning is meaningful, understandable and motivating, deeper engagement and increased knowledge transfer is the result. Utilizing AI-based learning measurement tools is critical to the success of your learning programs and the business.
Caroline Brant is the director of client success for Zoomi. Using strategic insights and creative vision to tackle learning issues, she works closely with clients to identify opportunities for L&D to support business strategy.