A little more than decade ago, I did research as part of my final project for the educational specialist degree. It was titled, “Do Employee Attitudes about Online Training Correlate with Safety Records in a Large Manufacturing Corporation?” and was presented as a roundtable discussion at the 2012 AECT Conference. As part of the research, I reviewed safety training completion records for multiple sites for one year and compared that to the results of a survey distributed to participants.

The focus was on “if there is a correlation between employee attitudes about online training and the number of workplace safety incidents. The correlation between the types of worksite (high versus low safety sites) and the number of online courses completed … After exploring the types of worksites for correlations, we studied the number of incidents that took place at the sites each employee surveyed and how they correlated with their attitude about online training.”  

Yesterday’s Analysis

How does my study from ten years ago relate to today’s analytics and learning? At the time, I was only able to study with a small group (less than 1000) of employees for one year. While this provided good data, the data should have been reflected in multiple years. Unfortunately, I did not have the resources (time, people, etc.) to complete the study at that level. 

We know that in research the more data provided tends to lead to more valid and reliable results. Unfortunately, this is often a time-consuming and sometimes biased process for researchers. Understanding these potential issues, how do we as researchers and learning professionals move forward? 

Today’s Learning Analytics

With today’s artificial intelligence (AI) capabilities, I would have had the potential to gather data from multiple years to assist with adding validity and reliability to the results. Further, I could have gathered more data from the other sources such as the (learning management system, safety records, safety site ratings, surveys, etc.). With AI the data can be analyzed, classified, and reviewed for correlations. 

Leading us to a Learning Analytics AI solution that allows us to gather data from all those sources and more depending on clients’ needs. To complete the data picture, we provide dashboards that display the information at diverse levels for viewing specific trends and themes allowing organizations to make strategic decisions based on reliable, valid data. 

As a demonstration, we have created multiple dashboards based on fictionalized learning data. These dashboards provide an opportunity to view the various types of themes and potential outcomes for representing the results.  

Contact us to learn more about our AI Supported Learning Analytics Solution. 

What was the best training or class you ever attended? Was it one that involved only lectures? The best ones I attended were from my early childhood professional development where our trainers almost always had crayons, markers, playdoh and candy on each table. While you might consider these distractions, these materials were used for small group activities throughout the day and helped focus the participants who were used to being active all day with children.

For most of you, the best training or class most likely engaged you somehow. As adults, we enjoy participating in learning. Malcolm Knowles describes this in his 4 Principles of Andragogy (Adult Learning) Theory as listed below in the statements for adults.

1. Require involvement in planning and evaluation of training.
2. Experience and failures provide the basis for learning.
3. Desire subjects relevant to their jobs or personal lives.
4. Lean towards problem-based learning.

How can these four principles be applied to the areas below? How can these be applied for remote learning?

2020 has been a year of adjustments, flexibility and change for everyone. We have discovered new talents and gifts within ourselves, friends and family. We have learned new depths of strengths we never knew within ourselves. And, hopefully found who to support us in our weaknesses. 

As we personally adjusted to the changes happening around us, how are companies adjusting? What made this change occur more easily?

As we work on a problem or in a crisis situation (i.e. COVID-19, project issues or delays, etc.), we may have difficulty thinking or planning ahead of the current situation. However, we need to understand that the problem will have a resolution which is determined by a timeline. As leaders, we need to prepare for the future after the situation has resolved. 

With current events, we have the potential to learn more than we ever have previously due to the amount of data available. What will you learn from all the data available?

Current Employee Trends – Spring 2020

Let’s consider the current trends. Who is working? Who is not working? Who is essential? Who is non-essential?

Looking at our stoplight image, it would seem that more employees are still considered essential and are still working on-site than not. However, as we look at images from traffic cameras and other global satellite images, we understand this is not necessarily true. The type of essential jobs may be greater, but these jobs may require fewer on-site people to complete in some instances. 

Some of the jobs are being completed in both locations. This is allowing for teams to rotate or for minimal to no public disruption of services. A final consideration are the employees that are completely remote. The majority of these employees were not remote before the current situation. After the situation resolves, how many employees can and will remain remote full or part-time?

Data Analytics & Learning Analytics for Lessons Learned

With this question in mind, no matter your area of industry, your next thought should be the potential lessons learned from data analytics and learning analytics.

As you begin to look at the data, here are a few questions.

1. Were your employees prepared with training to meet the challenges faced by this situation? 
2. Which training best prepared them? 
3. What training is lacking?
4. What training type of training method would be most effective for reach-back in this situation?

Employees will need a method to provide open-ended responses about the experience. You will need a method for capturing this data and analyzing it. Your leadership and the training team will need to determine the best strategy for gathering and analyzing the data for your business. The most important point is to capture and retain as much data as possible for the future lessons learned.

How QAA can Help

Our team can help by providing a customized Advanced AI Learning Analytics Tool (AAILAT) solution. AAILAT aggregates data from multiple sources for analysis. Our team assists in developing themes for the AI agents search for which leads to further insights from the data.

To learn more about the process, read our whitepaper. View our AAILAT demo to gain a better understanding of the customization potential. Contact us for more information about the customization.

In September, the eLearning Industry released the Top 20 eLearning Statistics for 2019. One of the key take-aways was that an in-depth training program led to a 218% increase in revenue per employee. Stop and think about this for a minute…218% per employee. According to the research, each employee would need to spend approximately 1% or 4.8 minutes each week for organization’s to see this benefit. When weighing the advantages versus disadvantages, an organization who invests in training and engaging employees will reap benefits.

Given the time investment required by employees weekly, what method would be the most effective for organizations? With less than five minutes of training per week required, face-to-face training would not be cost-effective. However, elearning, microlearning, mobile or gamification training could be effective, engaging, relevant and accessible.

Making It Relevant & Accessible

Too much of anything becomes boring…you may love pizza, but if you eat pizza everyday for lunch, you will eventually hate it. The same is true of any training method (i.e., microlearning or  gamification) which have been proven effective for learners. In our table, we list a couple of statistics for delivery and training methods.

Considering the Learners

Our table included delivery methods because elearning and mobile training would be the most effective output for five minutes or less. Depending on the type of learners, these should be considered as options. If the learners are only working in an office environment and will not be completing in any other setting, then perhaps mobile or tablet format is not needed. However, if the learners would be traveling, in a manufacturing, or health environment, a tablet or mobile option could be a relief to some. Those learners who travel may appreciate the ability to complete a 5 minute weekly training while on layovers.

Most learning management systems (LMS) today accommodate training delivery on desktop, tablet or mobile devices. These LMS have become more sophisticated with evolution. For example, data analytics have progressed to a level for more in-depth details on individual and group performances as well as minute details from the lessons. Organizations can be informed of how long a video was watched, how many times an incorrect response was selected or several other items beyond the final score. In addition, AI has become an influence to a few LMS. These are more commonly referred to as Learning Experience Platforms (LXP). With LXP, organizations receive the same convenience of an LMS while learners receive recommendations based on their previous selections.

Final Thoughts…Goals

Every dollar spent on elearning leads to $30 in productivity. As organizations consider updating or developing an in-depth training program, they should think about aligning individual training goals with overall strategic goals. While ‘individual’ does not mean personal for each employee, it does mean goals for each position within the organization. By following this strategy, organizations will ensure employees know and understand their individual path to assist with company growth as well as how to grow themselves within the company.

If you are thinking of updating or creating a training program, take about a minute to watch a demo about our process. Quality Analytics Associates can answer questions and provide a free initial consultation.

8 August 2019

A 2017 U.S. Census study had 6.5 million employees reported as working remote. Of these, 90% plan to continue with remote work throughout their career. 

CEO Matt Mullenweg delivered the TedTalk “The Way We Work” about ‘distributed’ (remote) workers. In the less than five minute video, he discusses ways to encourage communication and collaboration for employees. This is important because 21% of remote employees identify collaboration and communication as their biggest struggle.

Remote Training Tips

Most often, organizations use a combination of training methods to meet employee needs. For example, 77% of U.S. corporations report using online training with 67% offering training through smart phones. But how do these statistics assist when designing and developing training for remote employees?

To begin, here are a few basic considerations for training remote employees.

• Webinars – Wide disbursement of geographic locations and meetings may make single webinars impossible. However, organizations can provide multiple offerings of single topics for webinars. This will allow remote employees from different locations and teams to communicate and engage with other members. Think of it as a virtual meet and greet opportunity. 
• Online Training – With the majority of corporations using online training, remote employees can complete requirements at their own pace. Also, online training often allows for reach-back of any job aides or procedures. 
• Engagement Enticements – Competition and rewards between remote employees and teams may be used to encourage completion, communication, and engagement.
  • Competition – Simple competition in which teams can compete with the highest assessment scores, first with all members, or first remote employee to complete. These drive some individuals (not everyone) to compete for ‘bragging rights’ alone.
  • Rewards – Organizations should announce winners on social media, company emails, newsletters to celebrate the victories and winners. The offerings may be only a simple reward (gift card, certificate, company swag, virtual team trophy, etc.) to the individual and/or team. Otherwise, the competition has little value.

Take Away

As organizations shift to offering more flexible schedules and employing more remote employees. The learning and development (L&D) programs will need to gather learner analytics about these remote employees. Although some of the data will be similar to office based learners, L&D leaders may be surprised by hidden facts found only through analytics and research as we shift to a more flexible and remote working atmosphere.

Final thought, how will you collect, aggregate and analyze the data? While some data is collected through learning management systems and survey software, it is not aggregated into one location for comparison. Our team can assist with this process with our Advanced AI Learning Analytics Tool (AAILAT). Learn more AAILAT by reading our whitepaper.

19 June 2019

We have been enjoying summer unofficially since May. However, summer will officially begin this weekend. We will celebrate with weekend trips and vacations to our favorite beaches or lakes. We will take this time to relax and enjoy time from work. We may complete books on our must-read lists. We will be reminded to wear sunscreen and drink water. If you live in the Southern US, mosquito repellent and a hat for high humidity days will be a must.

Training Summer Survival List

But…what do training managers need to survive in summer?

No matter the learner, subject matter (onboarding, product/service education, management skills, special topics) or delivery method, the training should be adaptable, repetitive and engaging to the learners. This helps with knowledge and skill retention. 

Typically, companies have summer interns and new hires following graduation. Of course, this means introducing the company, teams and culture to new employees. As you read the following tips and explore the link, think about your impression on the first day. Are there one or two things you could change to make a better impression or the process better? 

• Onboarding Tips
  • Professional materials and engaging videos and/or eLearning
  • Swag for the first day
  • Technology ready to go
  • Team introductions 

Beyond the subject matter, summer brings the possibility to evaluate your training. If you primarily use instructor-led and the learners are falling asleep, it may not be because the room is too warm. However, virtual training or gamification may require a few adjustments to keep learners engaged. Tim Hartford offers a fifteen-minute TedTalk where he discusses the need for problems to inspire creativity. This is a key for engaging adult learners in virtual and gamification training.

Below are a few more tips with links to the full articles.

• Virtual Training Tips   
  • Clear Objectives and Content 
  • Appropriate for all devices 
  • Follow CRAP (Contrast, Repetition, Alignment & Proximity) for slide design
• Gamification Training Tips
  • Solve a relatable problem
  • Make the learning interactive and self-paced
  • Have fun!

Take Away

As summer progresses and training sessions end, take time to reflect and consider if all the objectives were met. If the objectives are not met or  the learners are not engaged, then you should consider the time to conduct a full evaluation of your training program.

8 May 2019

Today’s workforce consists of multiple generations with rapid changes occurring in technology and innovation. As such, the need is increasing for employees to be able to transition from one position to another, adapting to the new skills quickly. A report was released at the World Economic Forum in January, “Towards a Reskilling Revolution: A Future of Jobs for All.” The report provided details of the declining industry skills along with the increasing skill needs required now and in the immediate future. However, our current workforce will require training to gain these skills. 

Most importantly, analysis and evaluation – LEARNING ANALYTICS – must be performed as the skills are taught to ensure training effectiveness is met. Learning analytics will focus on the needs, gaps, and strategic goals that can only be attained through collaboration, communication and visual confirmation of training success or failure. At the same time, learning analytics provides both qualitative and quantitative data which can be used to produce multiple products to verify training effectiveness.

As Quality Analytics Associates’ instructional designers complete the learning analytics process, we end with one or more of our products and services depending on the client’s needs and goals. For more about these, visit our website.

Take Away

Learning and training groups collect vast quantities of data with each new course or lesson. However, the more for more specific data involves collection beyond surveys and assessments. QAA uses multiple methods to gather data from all levels and views to achieve a full view of an organization’s training program’s value and needs. Contact Us to discuss what analytics you want to discover in your organization.

27 November 2018

Last week, I confessed to being a visual person which puts me with 65% of the population. The remaining 35% are either auditory or kinesthetic learners. 
Listening enables auditory learners to remember up 75% of the training. While kinesthetic learners need the opportunity to participate and not only follow directions, when necessary, but also think creatively for new solutions. Auditory learners make up 30% of the population while only 5% identify as kinesthetic learners.

Using An Experiential Learning Approach

David Kolb’s experiential learning has become a popular classroom and eLearning method in recent years. There are four phases according to Kolb: Concrete Experience, Reflective Observation, Abstract Conceptualization, and Active Experimentation. 

During the phases, auditory and kinesthetic learners are able to gather details and participate to assimilate the new knowledge. The auditory learners ask questions while the kinesthetic learners apply problem-solving skills.

In 2014, the eLearning Industry identified reasons why experiential learning is the future of learning. These reasons are relevant still today. (All reasons are not being listed. I encourage you to read the article.)

1. Accelerates Learning – Allows for the use of critical thinking and problem solving skills.
2. Bridges Gap between Theory & Practice – Allows learner to have ‘hands-on’ experience. 
3. Delivers Exceptional ROI – Provides personal experience.

Benefits of Games

Experiential learning requires reflection, conceptualization, and active experimentation. When considering an eLearning delivery method, game-based training or simulations provide single or multiple safe, engaging learner environments. 

The current population of learners grew up on games, even older learners were the first users of Atari or Nintendo systems. Because the learners have experience and knowledge of games, they are likely to be motivated by a game-based eLearning.

Conclusion

Whether your learners are a visual, auditory, or kinesthetic, a game-based eLearning could provide the training solution your organization needs. To reach all learners, the training analysis should not be ignored during the design and development of the game. Otherwise, necessary visual cues will not be added for visual learners. In the end, game-based eLearning can provide valuable data about your learners as they use critical thinking skills to achieve the assessments. Organizations may discover new methods of solving issues through the analytics associated with game-based eLearning.