eLearning Blog

Six Benefits of Learning Analytics

How Learning Analytics Can Transform Your Training Program  

learning analytics

Learning analytics has the power to transform: transform the impact of training on your business, transform the perception of training from senior leadership, and transform the way in which you create meaningful training altogether.

Continue reading to learn more about the six primary benefits of creating and maintaining a comprehensive learning analytics program.

learning analytics

Collecting Learner Data

Collecting learning data is nothing new. Learning professionals have long-since collected information such as the number and timeframe of training completions, training assessment scores, and even which persons or teams are completing specific training programs.

Learning data is good. Learning analytics, though, is power.

Learning analytics collects and measures a variety of information from across learning experiences and creates a quantitative understanding of how this data intersects with human decisions and behavior patterns.  

Learning analytics is power.

In the Writing Assessments to Validate the Impact of Learning from the eLearning Guild, Jane Bozarth introduces the research eBook with a reminder of the importance of measurements— and meaningful measurement of the correct components—in our day to day to lives. She asks the reader to consider the effectiveness of measurements such as the number of IT help desk tickets closed, frequency of equipment functionality tests, or speed of customer support responses.

How does the measurement of volume, frequency, or time impact the employees, their work, the overall business, and your customers? Bozarth cautions training professionals to be aware of vanity metrics—metrics that look and sound nice but don’t encourage the business results you need.

Be aware of vanity metrics.

– Jane Bozarth


Specifically, Define What You Want to Achieve

In the same research eBook, Mark Rosenberg states that by specifically defining the results we want to achieve and measure, we can then design a learning program that helps create those results.

It is common to hear “increase sales” or “increase policy compliance” as broad client training goals. However, it is a valuable use of time to dive into these desired goals much deeper before any training content is ever designed. What quantitative measure can you use that will most impact your business? How will you specifically measure success?

In the whitepaper, Learning Analytics: A Practical Pathway to Success, author A.D. Detrick proposes organizations use an impact map to break down learning activity, performance, and business metrics.

For example, if you want to increase the speed of a production line by 10%, your employees may need to process three more widgets per hour and need to pass a training course with an 80% score or above that discusses best practices for widget assembly as well as participate in facilitated discussions with colleagues about ways to avoid production line distractions.


Business Impact

Increase the speed of production line by 10%


Each employee to process three more widgets per hour

Learning Activity

Pass a training course with 80% score + facilitated discussion


Fear of Failure

For decades, the academic industry has harnessed the power of learning analytics. Adolescent students and adult learners alike are frequently assessed on their ability to demonstrate their competency of specific concepts. Today, the corporate learning industry has an abundance of training content but lacks a comprehensive approach for asking their learners—their employees who are paid to perform a certain job—to demonstrate an understanding of ideas and applications that directly impact their performance.

Corporate learning teams often shy away from the concept of difficult assessments in corporate training. They are sensitive to, and often even fearful of, employee failure or a training assessment being “too difficult.” A 100% assessment passing score has become the default, rather than proof of an employee who completely understands and can apply the content presented.

100% passing score has become the default rather than proof of employee understanding.

Valid and reliable training assessments provide a clearer training picture that teams should embrace, not fear. They are an important piece of learning data. Learning analytics encourages the use of this assessment data in correlation with before and after training business results.


Living Up to Expectations

Pulling from Ralph Waldo Emerson, the great Stephen Covey once said, “Treat a man as he is and he will remain as he is. Treat a man as he can and should be and he will become as he can and should be.”

If employees are expected to simply get through a corporate learning program, then that is all they will do. In turn, though, if they are expected to truly invest their time, mental energy, and effort into a training program knowing that they are going to be assessed on their comprehension or performance, then that is what they will do.

If you expect employees to simply get through a learning program, then that is all they will do.

Corporate learning is designed primarily for adult learners. Even considering the wide variety of educational backgrounds and work experiences, adult learners overwhelmingly have the ability to learn new concepts and prove their understanding of that concept through a specific measurement device—an assessment, an on-the-job evaluation, or a performance review.


Analytics Appropriately Increase Confidence and Ability

Imagine an employee who completes your company’s standard annual compliance training. The training presents the laws, policies, and guidelines she needs to know but does not assess her understanding or application. That same employee now feels they are “in compliance” even if her behavior or interactions with business partners never changes.

A Compliance Training Example

Now, imagine that same employee who completes the same annual compliance training but is asked to complete an assessment of her application of the compliance concepts in relation to her specific role within the company. Perhaps she scores 80%. The employee is now immediately intrigued (or slightly frustrated) with what they answered correctly and what they answered incorrectly. This fuels curiosity. She wants to know why and how compliance concepts apply in her specific role. This will then stick with her the next time she is in a situation where compliance is in question and be that much more likely to adjust her behavior accordingly and seek out additional help when unsure of the right thing.

Even in mandated training situations (such as compliance and legal) where the pure volume of training creates a defensible backbone, not analyzing employee competence is a missed opportunity.

Not analyzing employee competence is a missed opportunity.

learning analytics

What You Do with the Data Matters

The use of learning analytics and its application within a corporate training team ideally creates a synergistic connection between:

  • Employee’s training activities,
  • The data it generates and you collect for analysis,
  • The decisions your corporate training team makes, and
  • Appropriate learning interventions.

Whether you are simply analyzing the volume of learning completions and satisfaction surveys or have created a compounded analysis of the length of time to complete modules within a training course (plus question by question response details), what you ultimately do with the data matters most.

What you do with the learning data matters most.


Benefits of a Learning Analytics Program

Whether just beginning to collect and evaluate training data or have been doing so for years, there are six key benefits to a learning analytics program for any training organization.

1.    Generates senior management buy-in and support

Senior management typically supports learning and development organizations, but rarely with prominence or emphasis. Learning analytics, though, has the power to change this. Senior leaders gravitate to quantitative measurements and results. Through clear charts and graphs, a comprehensive, data-driven analysis of what their employees are actually learning becomes eye-opening. Learning analytics can even be directly correlated to business results.

Imagine a new sales process is being implemented across the organization, and your team creates a corresponding training program.

You use learning analytics to include measurements of sales rep understanding of the new process and valid assessment of their ability to apply it within new and existing client accounts.

The volume of business sales increase by 15%, and you now have the ability to quantitatively demonstrate that your training program had a direct role in this success.

You have now proven the value of your entire training program.


2.    Defines your learning strategy

Once you specifically define what business results or employee behaviors you want to achieve (both within each proposed new and existing training course and across your training program as a whole), you can use learning analytics to define the optimal pathway to success.

A learning strategy is essentially a roadmap for how specific outcomes will be achieved. Roadblocks or deviations from the intended route may appear, but not knowing where you are headed is a path to failure. Business guidance must become a reality for employees, and a realistic strategy is the best place to start.

By using a comprehensive and long-term training analytics program, your strategy lives on a solid foundation. You know (not think; not assume) where your program is and where you want it to be. You know what type of training resonates with your employees. You know how they respond to learning support materials. A learning strategy informed by analytics improves future training programs and future business outcomes.

Need help in creating a learning strategy? Receive a free custom learning recommendation here.


3.    Identifies specific learner difficulties

In part two of the research eBook, the eLearning Guild states that “By assessing important tasks we have trained for, we identify not only those who have learned but also opportunities for remediation with those who haven’t.”

Individuals learn differently. Some employees respond well to eLearning. Some don’t. Most employees prefer a variety, as evidenced in a recent  LinkedIn poll.

Using analytics, you can define employee groups based on functional area, time on the job, location, or work environment, and measure their preferences and outcomes of various training interventions. Using valid assessments, you can see which employee groups, and even individuals, are struggling to understand or apply certain concepts. You begin to definitively understand if low training scores or a lack of business results are a result of a knowledge gap, an application gap, or a failure of the training design itself.

If you don’t have this information to work from, you are unable to target those employees that need enhanced support or the employee groups that require a more personalized curriculum design.

Which leads to the next benefit…


4.    Predicts future performance

Learning analytics can help predict future performance. If an individual performs poorly on an assessment or answers several job-specific knowledge checks incorrectly, it can be a sign that they need additional support in order to perform their job correctly.

New hire onboarding, specifically, can fundamentally shift from an approach of “Let’s try it and see,” to “We will do this and get these results.”

If in order to be successful in a role, a new hire needs to effectively negotiate the best price with customers, a defined and measured training program that presents negotiation tactics and considerations can be used.

If the new hire scores well, it predicts that they will likely be successful in this aspect of their role and may require minimal continued support in this skill. They may even be identified as someone who can help others. If the new hire doesn’t score well, they can be identified right away as someone who needs additional guidance and support in this specific skill.

The risk of the new hire’s inability to effectively negotiate price is immediately mitigated, and the potential trajectory of the new hire’s business results improves.  

Analytics enables new hires to get up to speed quickly.


5.    Increased learner content retention

With an enhanced and quantitative understanding of what your learners know and what they do not know, training teams can customize learning experiences and long-term retention.

For example, if a learner is taking an increased amount of time to complete a lesson, perhaps they can be given an infographic that would help present the content in a different way. They could be automatically be sent resources to help them explore the topic further. On the flip side, if a learner expeditiously completes a training course, they can be presented with subject matter that is more difficult or challenging to expand their knowledge.

Ideally, learning analytics are used over a period of time, allowing training teams to see the short- and long-term impact of learning interventions.


6.    Creates long-term cost savings and efficiencies

Training teams can spend thousands of dollars each year creating and revising learning programs and still not understand the impact it has on learner comprehension or ability.

Learning analytics, though, improves overall curriculum efficiency and long-term cost savings.

If you know, through data, that learners already understand a topic, it is not a value-add of your time to continue to train on that topic each year. Alternatively, you can create targeted programs for new hires or those that require foundational review and “refresher” programs for those that already understand the topic. With detailed analysis, the data will indicate which employees require this foundational training and those that can simply benefit from content refreshers or reminders.

Return on training investment can be better defined and measured using learning analytics. If it costs $10 per employee to provide environmental health and safety (EHS) training, you can measure this against the potential health and legal costs of EHS incidences over one year. The cost of an effective and measurable training program likely will significantly outweigh the costs of potential incidences, immediately proving the value of your training program.


Broad Application, Targeted Improvement

As noted by eLearning Industry, learning analytics enables data-driven decisions to be made about what and how an organizations’ employees are learning. Knowledge and application gaps are identified and remediated, supporting long-term content retention and business change.

Capturing a variety of learning data points will allow training teams the opportunity to identify trends and patterns in the way in which their employees are absorbing training content. The way in which this information is used, then, is critical. Learning analytics has broad applications but enables targeted improvement across various employee populations.

Get started with learning analytics, and six months from now, your training program will be transformed.  

By |2020-10-28T01:23:57+00:00October 28th, 2020|Uncategorized|

4 Ways Compliance Guidance Becomes Business Reality

Aligning compliance guidance and internal controls must keep pace with the actual reality of employee business decisions. The SEC recently shared a Coronavirus compliance risk alert and it emphasizes the importance of policies and procedures actually guiding employee behavior.

Here are four methods to try to be sure what your compliance team is doing actually yields results.

Update Your Training and Communication Strategy

To effectively determine learning strategy in this unpredictable economic environment, you need to assess not only where your business is at, but also where your employees are at. You may need to re-review your risk assessment results and determine progress against your anticipated mitigation strategies. Evaluate what compliance struggles your high-risk employees are facing right now. Have these needs changed over the last six months or do you anticipate them changing in the future?  

Your compliance training and communication strategy must be reflective of the knowledge gaps or application gaps your teams are currently working with.  

Don’t have a training strategy or don’t know where to start? Start here.

Avoid Compartmentalizing Compliance

Compliance doesn’t sit squarely inside a box. It ebbs and flows based on the legal and regulatory landscape and business priorities. It is worth your while to share your compliance strategy, goals, and plans with your business partners. Even if you reviewed annual plans earlier this year, priorities likely have shifted and they are worth sharing again.

Communicate the compliance guidance and ideas you want to incorporate in order to minimize risk and support their business initiatives, such as revised sales targets or clinical results. You want to be seen as a proactive partner who they can come to for guidance and rely on for support.

Leverage Limited Resources

Don’t recreate the wheel. One well-done and effective compliance training program can have a far-reaching impact. Make the best use of your time and budget by incorporating compliance training and communication strategies that have been shown to be effective. This includes video-based compliance training, microlearning, interactive policy guides, and targeted eLearning that focuses on user experience and application.

Often times the custom content built for one initiative can be re-purposed and used elsewhere. For example, a comprehensive annual compliance eLearning course can be broken down into mini-modules that are used as part of corrective action. Or, interactive policy guides can be launched by a compliance team and then used again as part of people manager and new hire training. Another idea is to re-purpose compliance training video content as part of senior leadership quarterly announcements or ‘town hall’ style meetings; setting a positive and compliant tone as part of general business updates.

This leads to the final method…

Repeat, Repeat, Repeat

Keep compliance messaging top of mind by repeating compliance messages again and again. Using different content formats and visual techniques can make the same information feel new and fresh. To become a part of an employee’s true day-to-day decision making, it must be ingrained in everything they do. This happens through consistent repetition of core compliance messages.

Finesse what your core compliance messages are, and then try incorporating them:

  • On company Intranet homepages
  • Within company email updates
  • As part of an internal compliance campaign
  • In new hire onboarding
  • Office announcement screens
  • As an opt-in text messaging reminder initiative

And, many more opportunities for repetition are possible. Think through the touchpoints you may have with employees and leverage use them as much as possible.

Use these methods to help your team’s compliance guidance become a business reality, and be sure you always have a seat at the table.






By |2020-09-22T16:32:15+00:00September 22nd, 2020|Uncategorized|

Small Compliance Teams Make Big Impact

small compliance team big impact

Your compliance team analyzes risk assessment results, communicates policy changes, responds to monitoring reports, and so much more. With such a broad scope of responsibilities, how do small compliance teams make a big impact?

Whether your compliance team has two people or twenty, you can achieve regional and global organizational impact by connecting with partners that see the strategic vision of your compliance program and can help you achieve it.

An Overwhelming Scope of Responsibilities

In one week, a compliance officer may receive a myriad of requests:

  • “We need a draft of the new Code of Conduct for the Board to approve.”
  • “Our sales team isn’t sure what to do or say when the OR docs ask them about off-label uses.”
  • “No one can find our policies, nor are they reading them. Can you find a way to fix this?”
  • “The risk assessment results are in. Now, how do we help mitigate them?”

Challenges like these, and many others, can often be traced back to a need for more successful communication.

In fact, training and communication alone make up a full 30% of an effective compliance program.


Be the Trusted Business Partner

The ultimate goal of a compliance team is to help guide a company to operate in a way that ensures compliance with all laws and regulations. This is done best by creating and nurturing transparent and trusted relationships with business partners—guiding them to know how to and want to operate in an ethically sound and legal manner.


Avoid Checking the Box

While you are pushed and pulled in so many directions, it’s tempting to create materials that simply check the box. This type of check-the-box content meets the immediate compliance needs of your business but lacks engagement and effectiveness. It temporarily checks something off your “to-do” list but doesn’t truly resolve compliance challenges or guide employee behavior.


Mapping Learning Needs

Limited Resources Require Creative Approaches

Compliance training and communication can help compliance teams make the best use of their limited resources by using creative approaches to solve compliance challenges. Modern-day employees respond to information when it is presented in a way that captures attention and provides immediate value.

Effective ways compliance teams can do this is to use:

  • Infographics
  • Interactive policy guides
  • Microlearning

If you can keep your employees engaged with compliance content, you will be able to enhance content retention and practical application of information in real-world settings.

Unique and targeted visual stories, alongside an outside-the-box approach to content design, allow limited compliance resources to stretch beyond traditional boundaries and create meaningful business results.


What You Say and How You Say It

The use of long and legal-sounding language turns many employees away from compliance information even before they have a chance to truly read it or engage with it. This is especially true since the average American reads at a 7th or 8th-grade level. The legal guidance and practical application of compliance concepts are core, but the way in which that information is shared may be even more critical than you realize.

Oftentimes an external eye is needed to:

  • Streamline the flow of information,
  • Narrow the scope of content shared, and
  • Emphasize key points.

If employees notice a concerted effort to share only what is most relevant to them and their job, they are more likely to pay attention and connect what is being shared to what they actually do each day.

eLearning Example


Do What You Do Best

Compliance teams may be tempted to tackle engaging compliance training and design on their own, but often become frustrated when standard PowerPoints, dull imagery, and dated eLearning tools don’t get the job done.

Corporate training strategies have evolved to keep up with the way modern employees learn, and so have the options that compliance teams have available.

By partnering with vendors who specialize in compliance training, compliance teams are allowed to focus on understanding business risks, changing regulations, and supporting business initiatives.


Provide Clear Guidance in Unclear Situations

The difference between an organization founded on compliant business practices and an organization that is not can often be narrowed down to the organization’s ability to provide clear guidance in unclear situations.

Compliance training and communication should resonate with employees and create memorable pegs of compliance guidance. Creative approaches, such as compliance infographics, interactive policy guides, and microlearning, can be used by small and large compliance teams alike to enhance the short- and long-term impact of their compliance program.





By |2020-09-02T09:43:53+00:00September 2nd, 2020|Uncategorized|

How to Convert Compliance SOPs to Interactive Training

clinical training

Compliance SOPs: The Rarely Read Backbone of an Effective Compliance Program

While rarely read or even referenced by most employees, compliance Standard Operating Procedures (SOPs) are the backbone of an effective compliance program. Compliance SOP concepts can become front-and-center, though, by discovering how to convert compliance SOPs into interactive training.

Compliance SOPs and policies are some of the most useful ways to set the stage for compliant behavior and improve the quality of compliance controls. They define processes and actions, provide documentation during an audit, and serve as a guide for employee work and behavior.

The act of writing what you do and doing what is written is critical to long-term company success, particularly in regulated industries such as healthcare, finance, and oil and gas.

Documentation Is Not the Problem

However, most compliance issues don’t stem from organizations not having proper documentation of processes, but instead not doing what those processes say. Employees are often unaware that SOPs exist for specific systems or processes or simply do not know how to follow them properly.

privacy training

Legal and Compliance Teams Are Not Training Experts

Legal and compliance team members are experts in their industry laws, regulations, and guidelines. Their experience and proficiency in creating meaningful policy content are second-to-none. However, legal and compliance departments are all too often faced with not only writing complex SOPs, but training employees on how to follow them.

And, legal and compliance team members are not training experts.

Check the Box Training or Training with A Purpose

There is an acute difference between providing someone text-based information and guiding them on how to use that information for a specific purpose. Compliance SOP training often falls short and only aims to “check the box,” providing documentation of receipt of information. However, if done well, compliance SOP training has the unique opportunity to change behavior, especially when coupled with a comprehensive spaced learning strategy.

clinical training

Interactive Training Transforms Dull SOPs into Meaningful Guidance

By using microlearning and other interactive learning and development concepts, employee and policy SOP training can be transformed into meaningful learning experiences that employees enjoy and can genuinely learn from.



Why Microlearning Is Beneficial to Compliance SOPs

Microlearning delivers short bursts of training content, often using a multi-media format. It breaks down long or complicated material into easy-to-understand chunks, making it “bite-sized.”

Compliance SOPs discuss heavy content. The subject matter may be related to cybersecurity, privacy, bribery and corruption, product promotion, or clinical trials—just to name a few. Company stability and employee, patient, or customer lives are often at risk if compliance SOPs are violated.

Microlearning takes this weighted material and lifts out only the most relevant pieces for a targeted group of learners. This method allows employees to have a targeted focus and goal for each microlearning segment and zone in on how it applies to their role.

What to Do First

First, identify who you want to read and apply each SOP. If this is everyone in the company, can you determine who may use the information most frequently? Focus your training attention on this group. 

Next, pick out the two or three most critical components of the SOP. Is it the spending limits on interactions with healthcare professionals? Perhaps it’s not discussing pipeline information as part of marketing conversations?

Then, view the SOP with the eyes of the core group facing the critical SOP components in a real-world setting. This should frame the look and content of your SOP training.

Boil Down Your Compliance SOP to One Page

In addition to creating high-quality compliance policy and procedure training that helps protect people and organizations, compliance teams should consider supplementing high-quality compliance microlearning or other modern training techniques with one-page SOP communication guides. Proactive and frequent compliance messaging can help employees feel empowered to know what to do and when.

Big-picture SOP comprehension and overall guidance can come from using modern and engaging learning techniques. Everyday employee references and reminders must come from even smaller, action-oriented one-page guides. These guides must:

  • Summarize key points of SOP
  • Be easy and quick to read
  • Provide clear guidance to where to go for help

compliance PDF

Compliance Program Quality Resides in Strength of Compliance SOP Training

Compliance SOPs must rely not only on the accuracy of the documentation, but on the application of the material in everyday employee jobs. Using modern training techniques, such as microlearning, can allow you to convert SOP information into interactive and meaningful learning experiences that increase compliance and decrease risk.

By |2020-08-11T19:14:40+00:00August 11th, 2020|Uncategorized|
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