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Benefits of Domoscio solution #3: the manager profile

Corporate training, which for a long time was confined to the classroom format, has evolved in line with the technological advances (including AI). However, in spite of a deep field transformation, learning is struggling to meet some challenges: as it is often mass deployed, sometimes not very engaging or too long, these factors significantly reduce its efficiency, at the expense of learners whose desire is to make learning match their own expectations and needs.

In this second article in our series on benefits of our solutions, we look at the following question: what do Domoscio Hub and Domoscio Lock solutions offer from a manager’s profile (manager, trainer, human resources manager) perspective? In what follows, we will see the importance of having relevant learning metrics, on the one hand to measure the employees’ upskilling and on the other hand to guarantee the learning performance.

Key performance indicators to measure learning efficiency

A Key Performance Indicator (KPI) is a decision-making tool. Its role is to guide actions towards the achievement of the strategy. It appears that these key performance indicators have multiplied over time: in an online sales context, for example, the indicators to monitor are generally the traffic generated on the website over a given period, the average shopping cart, the most popular products, and so on. The analysis of these precious indicators thus makes it possible to optimize the performance of its services, and to best meet the expectations of users (expectations on quality/price ratio, sustainability, etc.).

In fact, the idea of not using these KPIs for a majority of businesses seems unthinkable, and this is even more true given the current context of economic uncertainty, where more than ever these indicators are useful in supporting the consumption of goods and services and helping to understand the new needs of consumers. The same applies to learning systems: how can we know whether learners are really committed to their learning system? and how can we guarantee its efficiency through an optimal employees’ upskilling? From e-learning, which is often massive and time-consuming, to artificial intelligence, a clear evolution is visible: more accessible, short and engaging, digital learning is reinventing itself and now allows HR managers, managers or trainers to manage the system from A to Z, thanks to the analysis of KPIs linked to the multiple interactions between the learner and the learning tools.

Data analysis for learner development

Based on learning analytics, Domoscio products exploit data analysis to offer learners a learning experience that is as close as possible to their individual needs. At the same time, these analytics are offered in the form of KPIs in dashboards for managers: depending on the role – manager/trainer or HR manager – the manager will have access to different types of information.

Domoscio Hub enables learning plans to be personalized according to skill needs, and thus offers a diagnosis of the employee’s skill level, followed by personalized recommendations of learning actions. For management purposes, managers have access to various reports that enable them to take action on the system or with employees when necessary. The advantage of these indicators lies in their variety, since the aggregation of data makes it possible to measure (or quantify) different behaviors that have a direct impact on the learner’s upskilling: 

• Learners’ engagement in the learning system can be measured by: the percentage of course recommendations followed, the percentage of learners who have completed their positioning test, the percentage of learners who have launched their individualized learning path, etc.
• The learner’s upskilling can be measured by: the percentage of skills currently acquired versus at a given earlier date, the percentage of successful completion of a downstream quiz versus an upstream quiz, or even the current level of proficiency regarding different skills versus at a given earlier date, etc.

In addition, these indicators are accessible both individually (for each learner) and collectively (for a team, a trade, a business unit, etc.) depending on the level of information required by the manager. In the same way, on Domoscio Lock, which supports the long-term retention of acquired skills, indicators are accessible to managers to monitor the long-term consolidation of essential notions: 

• The learners’ engagement can be measured by: the number of answered reviews, the percentage of learners with pending reviews, the percentage of learners who have been active on the tool over a given period of time, etc.
• The long-term impact of learning can be measured through real-time estimate of the level of retention (referred to as short-term, medium-term, or long-term retention), measured per learner or at a group level scale, and per notion or at a learning system scale, percentage of successful completion after having replied to reminders, etc.

Some application cases…

These KPIs, presented in real time by Domoscio products, offer managers a broad visibility: they can therefore decide to implement specific learning or development follow-up actions. In this way, a trainer can use the Domoscio reporting as part of a long learning plan (several weeks to several months) for:

• Identify learners who have difficulties to implement specific 1-to-1 actions (coaching, tutoring, etc.).
• Identify concepts, knowledge or skills that are not acquired or reinforced by the cohort to take actions collectively with them on these specific subjects, or even to make the training path evolve.

With a skills-based approach, a manager will use the reporting to:

• Identify key skills that are not acquired by an employee (or a skills gap) to adapt the learning plan accordingly
• Identify key skills that are not generally acquired by the team to plan a collective learning action, either face-to-face or online, and thus promote collaborative learning
• Visualize the learning recommendations proposed to each of its employees and use this information as a decision support tool in the definition of the learning plan.

From the L&D and HR teams’ perspective, it is more about a very high level use of Domoscio’s dashboards to measure the learning system’s efficiency, in the short and long term, by comparing the learning data with data from the field to measure the impact of learning on the employees’ performance. Finally, the proper use of these indicators is essential in order to industrialize the system, since it will enable the business departments concerned to better manage the employees’ upskilling and reskilling.