Canada Association of Tourism Employees

Significance Of Company Studying Analytics 

Meaning of corporate learning analytics

Corporate learning analytics promote a strong workforce. After collecting and analyzing people’s learning data, organizations can take steps to improve job performance.

In addition to employee development, learning analyzes are of decisive importance for companies in order to minimize risks. Imagine: Knowledge of compliance standards that keep financial firms from money laundering charges, or knowledge of nurses in critical skills that save the lives of patients in hospitals. Risk and learning gap assessments enable companies to make the best decisions for the business. Learning analytics thus increase business performance.

Challenges of Traditional Learning Metrics

  • Due to excessive amounts of information, professional learners and managers cannot obtain the most important insights from the learning analysis.
  • Data is too general or provides only general reports on unimportant metrics such as closing dates so that the results are no longer conclusive.
  • Learning analytics are not available to companies on a large scale and are not provided in real time.

Best practices for analyzing business learning programs

Competence Vs. Closing Dates

Learning analytics should measure competency – a measure of initial and subsequent understanding of a particular topic – rather than just “completion” (ie, a person has finished the course). Otherwise, where is the evidence that people are expanding their skills? Without competency metrics, it is difficult to align L&D initiatives with business goals.

Scenario-based assessment

Since scenario-based learning [1] Challenges are rooted in an authentic context, analyzes extracted from situational learning [2] Environments show an accurate picture of the learner’s abilities. This type of assessment also involves high-level learners. You activate cognitive and critical thinking to solve problems. Scenario-based assessments are a more effective learning experience compared to reviewing blocks of content in a SCORM course.

Granular and high level learning analysis

High-level data is the starting point for a tutorial analysis. Evaluators should also have the data to drill down and gain deep insight into ways to improve performance and thereby advance business goals.

Informative analytics for an entire organization

Through learning data, executives can calibrate business risks in the organization and ROI against the impact of learning investments and make other informed business decisions. Managers can measure engagement [3] Prices and coaching opportunities. In addition, they can reflect on the performance of the management themselves according to the team readiness. Competency metrics provide learners with transparent feedback in order to reflect and evaluate their own learning needs, performance and progress. As Mckinsey notes, “the real power lies in adoption … when organizations embed analytics into their operating models … and into their day-to-day operations.”

Qstream’s microlearning platform for powerful learning analytics

After learner engages with scenario-based assessments, Qstream offers next-generation employee metrics. Qstream’s real-time analytics dashboards provide comprehensive hierarchical and detailed views of competency and engagement rates across the enterprise. These factors enable professionals to infer relevant data effectively. In addition, Qstream’s learning analytics enable companies to optimize data-driven training processes.

Analyzes across teams, departments, regions and countries are compared on the basis of specific learning topics. Global insights at this level for an entire company are of great importance for three reasons:

  1. By evaluating the competency metrics, learners quickly maintain their current skills.
  2. Companies evaluate performance on a large scale.
  3. The learning skills by location, line of business, job title, etc. allow companies to analyze their potential in detail.

Learners can see their current knowledge and see progress and learning needs. In addition, the leaderboards allow employees to compare their performance with that of their colleagues. This encourages healthy competition and constant engagement.

With detailed engagement and competency metrics, managers can easily identify risks in their teams and identify coaching opportunities for specific content topics. They use hierarchical views to compare their departmental performance with their global colleagues. This information enables them to derive relevant data for targeted and productive discussions with team members.

Executives use analytics to assess people and competency metrics and determine ROI [4] of learning initiatives. To mitigate risk, real-time performance dashboards are used to diagnose weaknesses in learner development using global analytical views. These considerations provide scalable analytics for business development.

Learning analyzes tell the entire story of the company. Qstream is unparalleled in the scope of its business development learning analytics offerings. It effortlessly incorporates learning analytics best practices to address today’s business challenges.


[1] 3 advantages of scenario-based learning

[2] How to improve situational skills with microlearning

[3] 5 ways to increase L&D engagement

[4] To prove the ROI of your exercise program, you need to change what you are measuring


Developed at Harvard Medical School, Qstream is the only microlearning app that has been proven to improve job performance through engagement, reinforcement, and analysis. We are a SaaS company that aims to make the learning journey enjoyable on a large scale.

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