Business leaders in high-performance organizations are increasingly relying on people analytics to help drive better business results, according to research by the Institute for Corporate Productivity (i4cp) and ROI Institute, conducted in coordination with the Center for Talent Reporting. The study, The Promising State of Human Capital Analytics, found that executive teams at 67% of the organizations surveyed now use human capital analytics project results.
"Successful companies tend to be those that purposefully use data to anticipate and prepare rather than to react to daily problems," said Patti Phillips, president and CEO of ROI Institute. "The future focus of professionals in the human capital analytics field will increasingly be on using analytics to guide strategic decisions and affect organizational performance."
The use of data and analytics in learning and development creates challenges and opportunities. Senior leaders and executives are asking for evidence that shows learning’s impact on business results and employee performance. Other functions in the business are already using data and analytics to answer questions, inform decisions and provide insight. The emergence of techniques, technology and talent focused on L&D analytics is transforming the way learning and development operates and shows value and impact.
Sharing L&D Data Stories:
In this video vignette, Madeline & Kevin shares insight on the following...
- We have all experienced a time where training didn't work. How can data & analytics tell a story why? And one where data & analytics showed favorable results.
- If time, why when business impact is the number one measure desired by CEOs yet only 8% currently see the business impact of L&D. (Source: LinkedIn's 2017 Workplace Report)
Lessons Learned:
- Change conversation for L&D
- Operate as an advisor
- United business goals through L&D
- Remember change is hard
- Align Learning goals with performance outcomes
- Get buy-in from stakeholders
- Evalue results with measurement
To learn more about Kevin M. Yates, visit https://kevinmyates.com