People Analytics – Part III – How to Leverage Analytics to Enhance Talent Strategies

Once an organization has determined the type of data it should track to form the best business strategies, the next step is securing the right tools to get the data.  In the virtual training industry, the only virtual learning software that provides data that can be displayed in multiple types of formats is Jigsaw Interactive.   Jigsaw provides learning and development teams with the tools they need to produce a highly inclusive and interactive learning environment.  The system automatically captures fact-based information that allow L&D leaders to make data-driven, objective decisions. These analytics can help organizations maintain a bias-free and up-to-the-minute view of their talent pool and training program effectiveness.

In terms of corporate training, collecting and evaluating learning behavior, engagement, and performance analytics from training programs can quickly tell a story about an employee, the team, and the trainer while identifying the overall success or failure of each learning experience.

This last in this series of articles about people analytics will discuss how learning analytics can be used to enhance talent training strategies.

Improve Course Content

Understanding what the focus of the training is, what the goals for the team are, what and how to present the material should be determined before putting together the course material. Some of the data you will want to track may involve client/consumer behavior and habits.  This information can assist in better understanding their needs and wants for future business.   The information with the people analytics you mine from your own team regarding their habits, behaviors, learning styles, engagement preferences, strengths, and weaknesses, will give you a great methodology for continuing to develop and improve course content. You’ll know what your people know, what they don’t know, and what they need to know, which is half the battle (

Provide Personalized Training

Relevant data that can impact training decisions for individual members of your workforce include their learning styles and preferences, their current level of knowledge, their strengths and weaknesses, and their levels of activity and engagement at work and during previous trainings. A good grasp of this information can keep you from designing a one-size-fits-all strategy that, at best, turns out to be one-size-fits-some. Not every employee needs the same kind or level of training ( Customizing their learning opportunities to their needs, strengths, and abilities will pay far greater dividends and is easier than ever with a comprehensive e-learning platform.  

Gauge Training Effectiveness

“Measuring overall training effectiveness is the most sophisticated level of learning analytics” ( One of the best ways to improve training content is to assess past training results. With a robust analytics program you can collect information about assessment scores, time spent on various tasks, levels of participation, commentary, and feedback. You can also detect hindrances to learning and eliminate all but the best practices (

Once you have leveraged relevant analytics to construct and execute a training course, you need to continue to amass data to further gauge its effectiveness — the process is cyclical. To measure training results, you should collect the following information (

  • Pre/Post Assessment: Quiz Statistics, Questions, Grades
  • Feedback Analysis: Surveys, Questionnaires, Comments
  • Trends across courses, sections, groups of trainees
  • Trends of success or opportunities for intervention across training initiative

Today, information is king, and a robust training platform like Jigsaw Interactive, that provides all levels and types of assessment, quizzes, surveys, etc. along  with data analytics around each participant, trainer, session and groups of sessions is a must-have for any organization that wants to stay relevant and competitive in the modern marketplace.