How to use LMS analytics in an effective learning strategy

Creating an L&D strategy that is backed up by reliable people-centric data will ensure that you are delivering targeted training to the right people. With agile tools at your fingertips, your organisation can make informed decisions which align with wider business objectives.

Why is access to data, LMS analytics and reporting important to Learning and Development leaders?

According to a CIPD study:

• The right employees are becoming harder to retain
• 60% of HR professionals report that talent retention is more difficult compared to a year ago
• A recommendation is that businesses should consider how technology and data can help with proactive strategies for staff retention

As part of their mission to improve retention, organisations must strengthen their offering in terms of personal development and targeted learning. Creating a successful Learning and Development plan will naturally feed into this, with LMS reporting and analytics playing a key role.

Pitfalls of unconnected data systems for training management

• incomplete data at organisational level and at employee level reduces opportunities for holistic views
• inconsistent data - different systems, manual or electronic are likely to collect different quality or fields of data
• unequal accessibility within the organisation – different data managers add barriers to data sharing
• organisations won't benefit from automation such as employee group or individual regular training updates or email notifications
• lack of ability for integrated reporting across all areas of L&D

Why does an effective LMS need to have clear reporting and analytics?

Making sense of L&D data

Your L&D systems may present data that isn’t easy to interpret. However, it’s vital to not only have access to this information, but to be able to translate it into useable insights and then take action based on the findings.

LMS analytics can be used to dig down and find out how employees engage with learning and retain information. Understanding your workforce through robust data analysis will give managers an accurate overview of how training is absorbed.

In order to make sense of the data that is presented, you first need to understand the current objectives of your L&D strategy. From here, you can use the data in your LMS to find out if your L&D KPI's and objectives are being met. A learning strategy is always evolving, and needs to be adaptable in line with larger business changes and needs. If your LMS analytics are clearly showing you that something needs to be amended, you have the opportunity to do this and improve learning overall.

Using LMS reporting and analytics for targeted Learning

As highlighted in the research undertaken by Bersin by Deloitte, the modern learner has just 1% of a typical workweek to focus on training and development. With such limited opportunity to learn, those responsible for this area must be able do so in a targeted way.

LMS analytics supports targeted learning by:

• Presenting the most suitable training to specific subsets of employees, so they will remain focused, and use their time effectively
• Using data from assessments to test each employee’s current level of knowledge, and directing them to training that fills their knowledge gaps

Next steps for LMS reporting and analytics.

Once you have the right LMS features and tools you can begin to use the data to influence the direction of your learning and development strategy. Making fact-based decisions will help shape your learning content and support the overall learning offering throughout your organisation.

With the analytics tools provided by the Access LMS, you can analyse individual learning and use the insights to shape your strategy, obtaining valuable data to enhance your L&D approach. This empowers employees to thrive and excel in their work.