Data science has made what was previously impossible possible. Yet, despite the explosion of data collected in recent years, many organizations are simply not equipped to learn from their data in an efficient and effective manner.
We should leverage the very skills that ensure a positive classroom experience to tell the learning story to our stakeholders, sponsors, owners and leaders.
By providing a culture of continuous learning and awareness, you can manage cyber-risk, protect your assets and your employees, and create a more successful organization.
Data fluency is a must-have skill in today’s digital workplace. Using data to tell stories can be especially powerful, helping you be more persuasive and enhance your credibility.
Not only will in-depth analysis help you develop better early-career professional training programs, but you may also discover insights that drive better initiatives and outcomes for all your employees, regardless of their age or tenure.
It’s been 100 years since the Industrial Revolution, and billions of dollars later, we still struggle to identify the forces and measurable outcomes of training. We have room to make a few giant steps toward making training measurement more of a science.
SponsoredKaplan Leadership & Professional Development17 sec read
How do you prove training works? And, perhaps more importantly, how do you know which parts work better than others? The answers to those questions become clearer when you first answer some fundamental questions about the purpose of training.
Leveraging big data and learning analytics not only gives L&D professionals a competitive edge but also helps them promote a continuous learning culture.
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