3. Xerox Confidential
3 May 15, 2017
Workforce skills are an essential element
to remaining competitive in today’s world.
Therefore, senior leaders expect learning
to positively impact business results, but
the ability to analyze that impact is
Further, learners are expecting
personalized learning through access to
content anytime, anywhere, in a
meaningful way; but it is difficult for most
organizations to design and implement
this type of learning.
link overall business
performance to skills
Source: McKinsey research, Learning & Building capabilities for performance, January 2015
5. 5 May 15, 2017
Current learning measurement methods aren’t working
It is time to rethink our approach and start fresh.
6. Xerox Confidential
Where do you
spend your time
Collecting reliable, clear data to describe
Using data modeling to infer knowledge
to help diagnose why it happened.
Using past data and advanced
analytics to predict what will happen.
make it happen.
9. 9 May 15, 2017
What has all this to do with xAPI?
Disregard the “x” – focus on the API
A standard to extract, transform, load (ETL) data
Our Plan to Solve the Problem
• Engage executive stakeholders
• Identify outcomes and develop performance
• Enterprise level
• BU level
• Program level
• Create and implement a data collection plan.
• Analyze the data.
• Communicate the results.
• Reflect, learn, take action (rinse and repeat).
ELT via xAPI
• People data
• Business data
• Other dataS
• Neural Networks, Decision Trees,
AI, NLP, Support Vector Machines
Applied across learning and enterprise systems
11. Benefits to the Business
• Selecting employees who are mostly likely to meet the needs of the business.
• Reducing time to proficiency.
• Training initiatives that drive business outcomes.
• Identifying Hi-pos and prescribing personalized learning paths.
Benefits to the Learner
• Personalized learning paths that adapt content and experience based upon
role, preference, and interest.
• “Over the top” services that deliver context aware content to support point of
Actions from Analytical Insights
Ensuring that a workforce –whether employees or partners – has the right knowledge, skills and ability to perform their roles effectively, is critical to organizational competitiveness and growth of the business.
Learning provides the best route for organizations to do so but it must be designed “right”:
Learning MUST be aligned directly to business objectives.
Learning content must be personalized to exactly what a “learner” needs at the moment it is needed and created as small nuggets, with spacing in between providing opportunities to practice.
Linking business performance to skills acquired through learning programs is one of the most critical components of ensuring you are wisely spending your learning investment, as an organization. Most organizations struggle with this, but according to the research, companies that build skills most effectively do a better job of linking those skills to performance and of meeting business targets. (Exhibit 7, - the group of non-effective capability-building respondents.)
At the organizations that do measure impact, employee or manager feedback is the most commonly cited metric; only 13 percent say their organizations calculate the quantifiable returns on their learning investments.