Professional Development Learning
Data Analytics for Learning Professionals (launching on 6 June 2018)
Data Analytics for Learning Professionals (launching on 6 June 2018)Now, more than ever, it’s essential for Learning and Development professionals to be able to work with various sources of data to produce evidence-based learning designed for maximum impact.
During this workshop we’ll cover the broad range of data available to us, zero in on what to look for and learn how to understand and represent what we’ve found. Ultimately, we’ll explore how these findings can be used to drive everything from learning needs analysis, to learning strategy, architecture, implementation and evaluation.
This workshop is essential for anyone wanting to understand the link between L&D and HR and the importance of detailed research to inform best practice, satisfy stakeholders and drive competitive advantage. Well examine questions such as “What is the data telling us?”, “Where else can we find data outside L&D?”, “What can we do with it?” and “How does it inform our practice?”
Who should attend?
- L&D consultants
- OD consultants
- HR consultants
- Learning designers
- Instructional designers
- HR, L&D, OD managers
- Capability consultants
- Talent managers
- People and Culture practitioners
An overview of Chatti’s Four dimensions reference model for learning analytics:
- Indicators and metrics
- Competencies and constraints
- What data is available – inside and outside the organisation?
- What is the best format for our stakeholder audience?
- How do we interpret it – qualitative and quantitative analysis
- How do we represent it?
- Big data and data mining – an overview
- Best practice data collection
- Visual representation
- Graphs and charts
- Word clouds
- Textual analysis
We will examine the best ways to display our data, including:
An introduction to various open source and paid software programs, their uses, features and benefits.
Bringing it all together.
In this final session we will explore how to incorporate what we’ve found for maximum impact and to drive competitive advantage.
We will examine how to use relevant data to drive organisational capability – through learning needs analysis, learning strategy, learning architecture, implementation and evaluation.
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