How tech data serves learners: A glance at the future of analytics for L&D

Corporate education is in the midst of a transformative shift. Gone are the days of simply gathering data about learners in order to make better decisions. With the advent of powerful learning tools, data analytics, machine learning, and knowledge being everywhere, we just need to be powerful learners: we are now entering the Learning Era.

So, how do learning analytics work today?

When it comes to learning models that measure how learning projects impact organizations, the Kirkpatrick model is still one of the most well-known. However, it's time to recognize that it's rather old. Created in the 1950s, it describes an organization that is changing. This allows us to track progress, identify areas for improvement, and make data-driven decisions.

At an organizational level, we are supposed to use this information to ensure the quality of our learning products. Is a course helping people learn? Are learners changing their behaviors after an activity? How does that turn into results?

This is great for L&D teams! However, what happens when the offer of knowledge is infinite? The Internet made it possible for everyone to find knowledge whenever they want. What can an L&D team do when there is so much information available?

In the Learning Era, L&D offices should focus on directing the few sets of learning experiences that are important for the organization. Inside that list, learning to learn ranks at the very top.

Employees need to develop the ability to adapt to new situations and continue learning throughout their careers. This means that learning needs to be personalized, and data can help make this happen.

Learning data today is able to show us trends using marketing tools on a micro-level. But we have an opportunity to impact at the individual level.

Imagine having your own dashboard that gives you information on how you learn best. Do you need music or silence? Are you more effective at learning through reading or watching videos? By using AI, we can take this to the next level, personalizing learning experiences and providing real-time feedback.

So, why are we still using the Kirkpatrick model?

How can you prepare for this change?

There are a few things that you can start doing as an L&D professional. Technology will take its time to be implemented, but once it's there, you should seize the opportunity. The HR function will be enhanced with AI disruption.

1. You need to understand the power of new standards such as xAPI. Are you already developing content with that in mind?
2. What are the marketing tools that you can start using? It's not only about marketing concepts but also about SaaS such as Hotjar for learning.
3. If you still do not have basic data on Learning, just put the smallest effort into that and stick to the already proven model: you don't need to customize it.
4. Start assessing the power of your Learning Tech ecosystem. Avoid trusting just one LMS to breakthrough this revolution; you will need a much more powerful set of technologies.

Organizations will grow and learning will still be there. This is where the battle for talent capacity and skills for the future of work starts.

By embracing these changes and investing in the tools and technologies that will help them succeed, organizations can stay ahead of the curve and drive success in the Learning Era. Welcome to the future of corporate education!

Have you already started working on this? Share your comments and thoughts.