SAP Knowledge Base Article - Public

2321681 - SuccessFactors Learning Analytics Knowledge Support

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SUCCESSFACTORS LEARNING ANALYTICS KNOWLEDGE SESSION FOR CUSTOMERS, PARTNERS AND SAP PRODUCT SUPPORT

 

1. LMS Reports & Dashboards

2. Are Investments in Learning Paying Off?

3. Donald Kirkpatrick’s 4-Level Model for Evaluating Training Effectiveness

4. The Opportunity for Learning Analytics

5. What Questions Are We Looking to Answer?

6. Learning Analytics Overview

6.1. Source Data

6.2. Online Report Designer for Learning Data

6.3. Dashboards

6.4. Predefined metrics and definitions

7. Examples of Foundational Learning Metrics

7.1. Harnessing the Power of Integrated Data for Learning Analytics

7.2. Key capabilities

8. SAP SuccessFactors Makes It Simple to…

8.1. Integrating Learning Activities and Performance

8.2. Considerations

8.3. The Opportunity Cost of Investing in Poor Performers

8.4. Quantifying the Impact of Training on Salesforce Revenue

9. Six Steps to Success

10. The SuccessFactors Difference

11. Where to find more information

 

1. LMS Reports & Dashboards

  • Reporting training hours and key training data, including user, course, curriculum, organization, catalog, class, competency
  • Providing visibility into learning item completions, learning projections, registrations, and curriculum status
  • Reporting learning and certification activities, student transcripts
  • Compliance and government reporting:
    • Employees can ensure they’re taking advantage of their allotted hours
    • Data for legal forms at employee and organizational levels

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 2. Are Investments in Learning Paying Off?


“The relationship between learning and analytics is often misunderstood and under-utilized.
Typically, when people discuss analytics they are talking about reporting within a specific learning management system. They are talking about course completions, scores, pass rates and usage data.

Whilst useful, this information doesn’t really help you to make the connection with what is happening in your organization, or whether the training is having the desired effect of boosting productivity, improving service and raising levels of efficiency.”

Ed Cohen and Peter Howes, “Learning and Analytics”, SAP SuccessFactors White Paper, 2012.

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 3. Donald Kirkpatrick’s 4-Level Model for Evaluating Training Effectiveness

Training + Assessments = Learning

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Level 1 – Reaction: Surveys

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Level 2 – Learning: Exams

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Level 3 – Behavior: Observational Assessments

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Level 4 – Results: Learning Analytics

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4. The Opportunity for Learning Analytics


A Measurement Maturity Model
From learning metrics and analytics to business outcomes

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5. What Questions Are We Looking to Answer?

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6. Learning Analytics Overview


What Customers Get with SAP SuccessFactors

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6.1. Source Data

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6.2. Online Report Designer for Learning Data

  • Create reports and dashboards based on real-time transactional data from SAP SuccessFactors LMS
  • Visualize queries in tabular list format, as pivot tables, and in a variety of chart styles
  • Powerful formatting, output in PDF, PPT, Word, and Excel
  • Schedule and distribute reports
  • SAP SuccessFactors Foundation pre-requisite

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6.3. Dashboards

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6.4. Predefined metrics and definitions

  • Library of LMS metrics related to volume, type, and effectiveness of training
  • Benchmarks, definitions & formulas,  and analyses
  • Available to SAP SuccessFactors Learning Management System (LMS) cloud customers

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 7. Examples of Foundational Learning Metrics

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7.1. Harnessing the Power of Integrated Data for Learning Analytics

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7.2. Key capabilities

  • Designed around HR’s role as advisor to the business; removes complexity in assembling and communicating insight
  • Comprehensive library of 2000+ metrics, HR strategies, predictive models, standard definition and formulas, help tools, etc.
  • Transactional benchmarking across industries, regions and company sizes
  • Rich content (talent flow models, career-pathing analysis) enables faster utilization of insights
  • Multi-organization design, slice & dice deep into a matrix structure

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 8. SAP SuccessFactors Makes It Simple to…

Leverage best practices to drive insight

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8.1. Integrating Learning Activities and Performance

Customer example

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Purpose: To ensure there is an appropriate balance between goal management and learning activities.

 

8.2. Considerations

1.  How has this changed in the last five years?

2.  Are employees with more goals likely to be at risk of not completing learning activities on time?

3.  What is the spread between aligned goals and non-aligned goals on a per employee basis?

Strategy Recommendations

1.  Review development plans regularly to track progress against objectives and revise if they are misaligned with the strategic direction of the organization, or are no longer appropriately assigned.

2.  Ensure that learning objectives are addressing key skill and performance deficits.

 

8.3. The Opportunity Cost of Investing in Poor Performers

Customer example

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From 2009 to 2010, training hours delivered decreased for all levels of performance EXCEPT for employees rated as “Unacceptable”.

•  Is this outcome consistent with company strategy?

•  What is the opportunity cost of failing to invest in training for high performers (those rated “Highly Effective” and “Exceptional”)?

 

8.4. Quantifying the Impact of Training on Salesforce Revenue


Customer example

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 9. Six Steps to Success

1.Deliver fact/data based business cases for what training you are doing and why.
2.Demonstrate why investing in training program X, will help the company execute on its strategy and deliver ROI through authoritative insight.
3.Engage the business leaders, HR, finance, sales and operations with business metrics to really show what impact training is having and what needs to be measured.
4.Embrace workforce analytics as an integrated part of decision making and combine multiple data sources from finance, sales, HR and training, to allow you to measure the relationship and impact training has on the strategy, alignment, people performance and productivity of your organization, thereby linking your training strategy to the business.
5.Embark on a “transformation journey” - a phased development with each phase representing a more mature use of workforce analytics and a more specific strategic business impact. Move from reporting (understanding what’s happening today) to analytics (why it’s happening), to planning (how do we take action today to ensure we have the right workforce trained for tomorrow).
6.Engage with HR and the business to uncover potential problem areas and ensure that they can quantify the impact of interventions.
 

Source: Ed Cohen and Peter Howes, “Learning and Analytics”, SAP SuccessFactors White Paper, 2012.

 

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 10. The SuccessFactors Difference

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 11. Where to find more information

 

Picture18.png “Learning and Analytics” White Paper   (Available Upon Request to your SAP Sales Owner)
Picture19.png Seize the Data – Learning Analytics Blog : http://scn.sap.com/community/erp/hcm/blog/2013/07/08/seize-the-data-learning-metrics-analytics SecureIcon.JPG
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Seize the Data – Learning Analytics HR.com Webinar : http://www.hr.com/en/webcasts_events/webcasts/archived_webcasts_and_podcasts/seize-the-data-%E2%80%93-learning-metrics-and-analytics_hk5y1cl9.html SecureIcon.JPG

 

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Keywords

  • LMS Analytics
  • LMS ORD
  • LMS Reports
  • SuccessFactors Learning Analytics
  • SF Learning Analytics
, KBA , LOD-SF-LMS-REP , Reporting Data , LOD-SF-LMS , SuccessFactors Learning , LOD-SF-ANA , Analytics & Reporting (Ad Hoc, ORD) , How To

Product

SAP SuccessFactors Learning all versions ; SAP SuccessFactors Workforce Analytics all versions

Attachments

learning-analytics.pdf