Descriptive metrics don’t inform us of the value of those activities. If we are going to use analytics to improve our performance, we need to know which data points are valuable – both as positive and negative examples.
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Welcome to the relatively new field of workforce science, which adds predictive analytics to a talent development playing field that’s long been dominated by gut intuition.
Embracing a digitally-led future of learning requires L&D teams to look beyond current challenges and engage with the bigger picture.
The ability to understand, analyze and apply data is essential to roles across training and HR teams. Unfortunately, there is evidence that this skill – known as data literacy – is lacking not just in HR and L&D but across the organization.
The need for journey-based learning is an imperative for organizations looking to secure better training ROI. Of course, these habits are difficult to break, so here are five ways you can start moving the needle toward journey-based learning.
Collecting a few key pieces of data before meeting with a stakeholder can help drive a faster, more productive conversation and elevate L&D from order-takers to trusted advisers, delivering quality and impact.
How can data and analytics help create proactive and prescriptive learning delivery methods to improve outcomes?
While this issue can’t be solved overnight, here is some guidance that will help you on your journey to quantifying your value to your business partners.
The modern learning system encompasses the factors driving the need for training, training itself, and the measurement and evaluation of training:
Degreed, the lifelong learning platform, today announced it has acquired Pathgather, merging the two companies that invented the learning experience platform (LXP) category.