Dive Brief:
- Big data, which has so far helped businesses be more responsive to customers, can also have a serious impact on corporate learning and development, according to Chief Learning Officer.
- By combining the "human factor" with big data, Chief Learning Officers (CLOs) can get a much clearer picture in areas such as learner feedback, motivation and coaching.
- Also, big data can play a critical role in creating more flexible, quick-to-adapt learning strategies across enterprises, the article says, as well as bring many touted benefits into global workforce development plans.
Dive Insight:
Among the many ways CLOs can use big data, one is to to take the learning experience to the next level by collecting and utilizing data for more "actionable learner intelligence." That means collecting data from the range of employee learning experiences (online and offline) that can then be turned into data that can improve the overall learning process.
But, the article warns, delving deeper into personal data in learning and development or talent management platforms does also boost compliance issues (HIPAA, for example). However, most cloud-based, global L&D software providers today can help organizations navigate rules and regulations in the U.S. and internationally.
The push for more detailed, meaningful learner data can make for more effective succession planning, as large employers especially can root out high performers through testing scores. That data can be used to enhance internal career path programs, as well as be used to create a strong internal leadership talent pipeline.
