How Reframe plans its training

A synthetic script of what cannot be missing during the scenario analysis and training planning process, according to the specialists at Reframe Learning.

The challenge of rooting planning and, consequently, corporate training actions on objective and highly measurable data, instead of "feeling" or mere subjective perceptions, is the main reason for the existence of the "Learning Analytics" methodology, developed by the ReFrame Learning team over the years.

But what does Learning Analytics consist of?

In summary, it is a high-impact methodology for planning training based on performance formed by four steps that link performance to training needs. All of this is highly oriented toward measuring indicators (KPIs) and results.

Check out these four steps:

1. Establishing correlations: identifying the tasks that affect the KPIs and, of course, the skills needed to perform those activities.

2. Individualized analyses: based on these correlations, it is possible to assess how the team performs and define which training each individual needs or does not need.

3. Optimized instructional actions: organizing by groups with equivalent needs to form classes on trails based on the company's performance indicators.

4. Results monitoring: monitoring and evaluating the behavior of established KPIs.

In addition, as it has been applied in several leading companies in their segments, Learning Analytics has also proven to be a powerful (and highly scalable) process for filtering the content to be taught during workforce training.

According to Renato Gangoni, CEO of ReFrame Learning, the big difference here is the fact that the training sessions are now designed (and the contents selected) according to the performance gap of each professional, rather than according to their role. "In practice, if we have a methodology that departs from the individual to select the knowledge trails that should be followed by each professional (which can later be grouped in circles of interest) and not from their function, the way to assess the results of these actions radically change.”

For this entire process to be successful, each organization must present a range of indicators to guide its strategic decisions. After all, it is from these KPIs that it becomes possible to establish correlations between individuals and their performance gaps, mapping the tasks that affect these indicators and, ultimately, identifying the necessary skills to perform the tasks.

And so begins the Learning Analytics journey.