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Tag: data and measurement
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I used to struggle with finding a workable solution for updating our online training courses and found that the best approach was to dig into the numbers and use data.
As long as learning and development cannot determine its impact on business results, its value to the organization will be questioned.
For a presentation to be useful (i.e., to help an audience make a decision), it needs a succinct narrative supported by relevant data and purposeful visuals. There should be no extraneous information or visuals for the sake of visuals.
Wouldn’t it be nice if your LMS harnessed data to recommend training initiatives for the next quarter or to predict whether specific groups of learners would be successful in a given course? Advanced analytics systems can perform these tasks.
Today’s assessments can increase engagement and change behavior. They measure knowledge and skills mastered, and, at the same time, training leaders can use the data to precisely identify areas of strength and weakness within a learning program.
If carefully executed, measurement can demonstrate how the results of learning impact teams, functions and entire organizations in bottom-line business terms. However, it is easy to be overwhelmed by the prospect of measuring learning.
By mixing insights from cognitive and adult learning theory (cognitive neuroscience), data about your learners (intent), and design theory (appeal), you can create effective leraning
One good case study can give you the confidence and, more importantly, the hard evidence you need to make every pitch, every meeting and every promotion of your training company a hundred times more effective.
Virtual reality (VR) is one of several tools revolutionizing the way that companies train, engage and retain their employees. One of the most groundbreaking aspects of VR training is the wealth of data it generates.