Return on Investment and Learning Analytics: (Learning & Development in Organisations series #14)

By Thomas Garavan, Carole Hogan and Amanda Cahir-O'Donnell

In RETURN ON INVESTMENT AND LEARNING ANALTYICS, the authors describe and evaluate different models or approaches to ROI and the complexities of this type of evaluation. The ebook also looks at the concept of learning analytics and the different analytics that can be used by L&D professionals. It concludes with a discussion of Big Data and its application to L&D, as well as the issues that organisations should consider when implementing both ROI and L&D data analytics.

• Language: English
• Publisher: Oak Tree Press
• Release date: Mar 31, 2021
• ISBN: 9781781195000

Book preview

RETURN ON INVESTMENT AND LEARNING ANALYTICS

CHAPTER 14: LEARNING & DEVELOPMENT IN ORGANISATIONS: STRATEGY, EVIDENCE AND PRACTICE

Thomas Garavan, Carole Hogan, Amanda Cahir-O’Donnell & Claire Gubbins

Published by Oak Tree Press, Cork, Ireland

www.oaktreepress.com / www.SuccessStore.com

© 2020 Thomas Garavan, Carole Hogan, Amanda Cahir-O’Donnell, Claire Gubbins

A catalogue record of this book is available from the British Library.

ISBN 978 1 78119 499 7 (PDF)

ISBN 978 1 78119 500 0 (ePub)

ISBN 978 1 78119 501 7 (Kindle)

Cover image: Preechar Bowonkitwanchai / 123rf.com Cover design: Kieran O’Connor Design

All rights reserved.

No part of this publication may be reproduced or transmitted in any form or by any means, including photocopying, recording or electronically without written permission of the publisher.

Such written permission also must be obtained before any part of this publication is stored in a retrieval system of any nature.

Requests for permission should be directed to Oak Tree Press, [e-mail].

CONTENTS

Abbreviations

Foreword

Preface

Learning Objectives

Key Concepts

1Introduction

2Defining Return on Investment, Learning Analytics and Evidence-based L&D

2.1 Return on Investment

2.2 Learning Analytics

2.3 Evidence-based L&D

3Why Organisations Calculate Return on Investment

3.1 Does L&D Make a Difference? Some Findings

4Costing L&D

4.1 Distinguishing Learning, Training and Opportunity Costs

4.2 Direct and Indirect Costs

5Measuring the Benefits of Training

6Calculating Return on Investment on Training

Case Study 1: Measuring the Return on Investment in L&D in Wipro

6.1 Different Return on Investment Methodologies

6.2 Utility Analysis and Break-Even Analysis

6.3 The Balanced Scorecard and L&D

Critical Reflection 1

7Learning Analytics and L&D

7.1 Defining Learning Analytics

7.2 Benchmarks and Data Analytics

7.3 Evidence-based L&D

Case Study 2: Why Has Our Training Stopped Working?

Critical Reflection 2

7.4 L&D and Big Data

8Implementing Return on Investment and L&D Data Analytics

Best Available Evidence to Inform Practice

Conclusion

Summary

Review Questions

Strategic L&D in Action

Case Study 3: How Are Organisations Using Learning Analytics?

Further Reading

Bibliography

About the Authors

Other Titles in this Series

ABBREVIATIONS

BCR benefit cost ratio

CBT computer-based training

CIPD Chartered Institute of Personnel and Development

CSR corporate social responsibility

HR human resource(s)

HRM human resource(s) management

IITD Irish Institute of Training and Development

KSA knowledge, skills and abilities

L&D learning and development

ROI return on investment

SEED School Earth Education

US United States (of America)

FOREWORD

Business leaders know that today’s fast-accelerating changes in technology, longevity, work practices, and business models offer both challenges and opportunities. While some jobs are disappearing due to advances in technology, many more are being transformed and thus creating the need for continuous, lifelong development. In response to this evolving landscape, Learning and Development (L&D) professionals are prioritising strategic imperatives such as transitioning to the future of work, the redesign of work and jobs, and reskilling the workforce to support the ongoing evolution of organisations.

It is imperative that L&D professionals shift their focus from the dominant paradigms that the profession has relied on for the past 50 years and examine more contemporary ways in which to improve their practice as professionals. The reality is that the future has started. We need to invest in breakthrough thinking and innovation to sustain success and face up to the challenges of the new business, customer and market paradigms. Encouraging an organisation’s workforce to learn and to change and adapt to the needs of the organisation is now more important than ever in order to respond to the requirements of the workplace of the future. L&D professionals have a major role to play in helping organisations to ensure that they have a workforce that is capable of adapting to those changing requirements.

Accordingly, as the leading professional body for L&D professionals in Ireland, the Irish Institute of Training and Development (IITD) commissioned LEARNING & DEVELOPMENT in ORGANISATIONS: STRATEGY, EVIDENCE and PRACTICE to reflect the changing landscape of L&D. Our intent in commissioning this book was to support L&D professionals by sharing the most up-to-date thinking to assist them in the development of capability throughout their organisations. The book aims to develop L&D professionals so that they deliver impactful learning interventions that develop staff by thinking innovatively about how work is organised and ensuring the best alignment of people and technology with the right opportunities within their organisations. It considers both formal and informal learning and looks at the contribution of the L&D function to organisational and financial performance. Reflecting the latest thinking in the field of L&D, it provides a theoretically-sound text written with the user in mind, whether that user is a practitioner or a student. Included in each chapter, to help the reader to relate the text to practical application, are case studies that show the theory in action. Critically, the book looks at the future of L&D and the competencies that are required into the future as well as examining ethical considerations in the field of L&D.

We at IITD are very pleased to