Forum Posts

Sumaiya Khatun
Jan 18, 2022
In StillSoul Forum
What parts of your training program are the most or least effective? When are your employees really engaged and when are they employee data daydreaming? What training units / simulations / assessments / employee actions are most associated with learning? How does training influence the success of your employees and your organization? Would employee data you like to be able to answer these questions? According to the STD 2012 State of the Industry Report, in 2011 U.S. organizations spent more than 156 billion on training, averaging just under 1200 per employee. For employee data that kind of dough, companies want to see some results. MOOC (massive open online courses) are currently employee data redesigning the educational and training landscape. In January 2013, the Harvard Business Review blog called "the advent of massively open online classes... the single most important technological development of the millennium so far." Did you get that? The single most important technological employee data development of the millennium so far. Why are they making such a huge impact? The reasons are many and growing. Not only do they offer unprecedented scalability and access and challenge the long-held notion that content is king, but they can provide large amounts of user data. We're employee data not talking just how long people engage in a particular task or who got what question right; we're talking the ability to track and analyze every aspect of the learner experience. The current model in training analytics employee data is "small data" - data based on reports, assessments, and so on from small numbers of learners. But MOOC can provide data from millions of people and the data are collected at many different levels: the keystroke level, the question level, the learner level, the instructor level, the program level, and even the organizational employee data level. This "big data" can be used to model learner and organizational characteristics and outcomes and, most importantly, to predict future trends and patterns. It can help organizations identify which programs are working and which are not, where additional training is required, and the best employee data way to deliver that training.
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Sumaiya Khatun

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