Executives across industries and companies are implementing learning solutions for up-skilling their workforce while familiarizing them with the latest trends in the industry. Despite having all the resources including a Learning Management System (LMS) in place, organizations struggle to correlate ROI and LMS. While activity measures such as average student count per module and course registration numbers are not sufficient to measure performance activity, here are keys to evaluating the success of the learning program for organizations:
Are learners able to complete the modules assigned to them? While low completion rates are indicative of learners’ lack of interest in a module, a high completion rate highlights their engagement, participation, and interest to learn and assimilate knowledge. The instruction designers can use this report to customize the learning modules to make them more attractive and engaging.
Individual progress reports give the evaluator an insight into whether the learner has completed the assignment or certification successfully. While on the other hand, group progress reports help specify the aggregate performance of a group of employees on a single sheet, through graph and charts.
Along with measuring performance activity, it’s equally important to measure the competence and proficiency of the corporate learner. This allows the manager to know if the learner has acquired the necessary skills and are competent enough to perform their job.
Managers, Instructional designers, and other leadership team members play a crucial role in motivating and inspiring their subordinates. This measurement gives an overview of a leader’s engagement level with the workforce. To boost the morale and confidence of the internal workforce, managers can start webinar series to address the prevailing concerns within the organization. Eventually, they can share the result with top executives so as help them to focus on improving weaker areas.
