How People Analytics Are Transforming Pandemic Reskilling

How People Analytics Are Transforming Pandemic Reskilling

As Australia returns to work, skills gaps and talent shortages are front and centre, and along with it, the demand for critical workplace learning. The good news is that people analytics are transforming the process for the better. Here’s what your organisation can do now to become more efficient and effective with your eLearning strategies.

A century ago, companies such as Ford Motor Company, became a testing ground for applied psychology in order to optimise roles, tasks and job design around productivity – now somewhat affectionately know as The Assembly Line.

Today, however, as organisations drive digital transformation, a much more sophisticated, approach based on smart technologies is well underway – and it has been so, even before the pandemic made work-from-home “a thing”.

Companies such as Google and Microsoft are ramping up on data science, recruiting Ph.D.’s in industrial / organisational psychology, and using AI and big data to improve their talent management systems.

The People Analytics era is here. And as the pandemic accelerated virtual work, the huge volumes of data available to understand and predict employee behaviours, will only stand to enable more opportunities for managing through tech and data.

But raw data is one thing. The Good Oil is in the insights. For that, you need the right framework, model or expertise to ensure the data is meaningful, enabling action and data-driven decisions and changes in the organisation.

Data listening and how employees have coped with remote work

Employee listening tools have started to gain even more popularity during the pandemic. Companies such as National Australia Bank and Merck, are using them to understand how their employees are coping with new remote working arrangements, and to survey them on their needs in terms of returning to work.

However, even as companies care about morale and well-being, the key KPI for organisations is, as ever, to boost employee performance or productivity.

People analytics for continuous performance management, engagement and retention

With the demand for an agile, remote workforce, building employee capability has become priority number one for all organisations.

And with a clear emphasis on digital learning post-COVID, AI-backed tools have emerged, providing reporting and analytics for L&D performance measurement and evaluation.

This is where people analytics can play a key role, by helping recommend a personalised training program based on skill gaps, career paths, or needs for upskilling, reskilling, or cross-functional skilling of employees.

According to Deloitte’s 2019 “Becoming an insight-driven organisation survey”  – organisations with the strongest cultural orientation to data-driven insights and decision making are twice as likely to have significantly exceeded business goals.

People analytics helps organisations to quantify the relationship between people and business outcomes. And in order to have a data-driven culture in HR, it’s essential to develop a culture where data-driven metrics and insights get more credibility to solve business problems.

And ultimately, it’s crucial to making a strong case for L&D in delivering business value.

xAPI and the rising power of knowledge management

The field of knowledge management is becoming an urgent reality. And the sweet spot for the experience API (xAPI) is that it enables tracking of non-conventional eLearning and learning programs and environments that a traditional SCORM wouldn’t report. Some examples include:

  • Serious Games (other game-based learning)
  • VR / Simulations
  • Informal learning
  • Real-world performance
  • Offline learning
  • Interactive learning
  • Adaptive learning
  • Blended learning
  • Long-term learning
  • Team-based learning

At its simplest, xAPI is a specification for collecting data about learning experiences. You’re storing data in the form of simple statements about what a learner has done.

You can use that data to track learner behaviour inside of a traditional eLearning course in a very granular way. You can also collect data about learning that takes place in other environments.

The structure and vocabulary of xAPI is so simple that it can be used in more environments to collect learner data. This opens up the possibility of creating more varied learning experiences that are more relevant to your learners’ needs—all while still tracking and proving the effectiveness of these learning experiences. 

Learning is happening everywhere, not just in traditional SCORM courses inside traditional LMSs. The Experience API lets you record any learning experience, wherever and however it happens. The Experience API gives you the ability to see the whole picture.

Thus, xAPI accomplishes the following things:

  1. It helps in connecting learning outcomes to business goals or objectives by helping organisations see a direct link between an employee’s learning journey and their progression.
  2. It reduces waiting time by creating a continuous feed to a Learning Record Store [LRS], storing xAPI statements concerning user activity, learning, behaviour and, performance.
  3. It supports on-the-go or mobile learning by allowing users to access their learning platform anywhere, anytime while also tracking it.
  4. It helps personalise eLearning programs and courses by enabling them to access readily available content recommended for them without first having to sift through loads of content most of which is irrelevant to them.
  5. It makes eLearning a lot easier and more efficient and it is way better and much less prone to error than previous counterparts like SCORM (Sharable Content Object Reference Model).

So, what are you waiting for? Make employee Learning and Development much smoother in your organisation by integrating xAPI into your eLearning framework today.

Contact the expert team at ITC Learning to find out more.

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