How Diagnostic Strategies Help You Reach Training Objectives Through Performance Improvement
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Why Diagnostic Strategies Are The Key To Performance Improvement

Much of the recent discourse around employee development has fixated on the idea of personalized eLearning experiences. As corporate training shifts toward digital learning and training technology evolves, scaling personalization efforts has become more easily manageable. However, when making more targeted learning, it is even more important to hit the mark with your assets and activities. In that sense, data is the key to building effective personalization. Moreover, strategies for gathering data will determine whether data analysis provides any insights. What are performance improvement strategies?

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That data can be used to provide Learning and Development teams with insight into the performance of specific assets and determine whether a training program supports business objectives. Then, that data can inform design strategy. Platforms that use simulations or adaptive learning also utilize performance data to personalize the learning experience in real time [1].

With the right design principles in place by the calculated work of a performance consultant, diagnostics can offer the insight to develop an effective, personalized learning experience.

Diagnostic Methods For Effective Measurements

Typical diagnostics consist of subjective self-reports of confidence or knowledge. For example, an eLearning course might begin with several questions about how well a learner understands certain concepts. The most popular form of subjective assessment is a Likert Scale. They are easy to compare with previous responses and other learners.

Objective assessments, on the other hand, tend to consist of multiple-choice tests. Either way, this data does not tell us much about how an employee will progress through training, nor does it tell us how they will perform on the job after completing their training. Ideally, a diagnostic produces a measurement of relevant knowledge or behaviors. But, building an assessment that provides that valuable data generally requires some supporting training technology capabilities.

It is easy enough to measure in-training performance with assessments. For example, most eLearning courses include a pre-test and post-test for critical knowledge. However, this only accounts for one small component of employee performance. It is missing employee behaviors and alignment with business objectives. The Kirkpatrick model of evaluation specifies levels 3 and 4 as the measurement of observable behaviors and business results. Of course, these are more difficult to measure. Most organizations only measure the impact of training at levels 1) reaction and 2) learning.

How And When To Use Diagnostics Strategies

Diagnostics have been shown to be greatly beneficial for learners in multiple studies. And this is why diagnostic strategies are the key to performance improvement. When you implement diagnostics in your organization, the personalization you create leads to the following benefits for your organization:

Aligning Learning With Business Objectives

Diagnostics can be used to assess the development of the knowledge and behaviors that feed into critical behaviors on the job. To take this a step further, create experimental conditions to gauge the impact of different assets on behaviors and business outcomes. It also helps employees achieve better performance and growth.

Personalize Learning To Target Core Competencies

Applying performance improvement diagnostics to your business is essential. By feeding performance data back into your learning experience (i.e., simulations and adaptive learning), you can create a learning experience that targets the areas in which individual employees fall short.

Supply Data To Structure Manager/Coach Follow-Up And Peer Feedback

Diagnostics also provide much-needed data to managers or mentors. It can offer insight that directs coaches on which content to reinforce or show managers which areas their employees may struggle on the job.

Improve Assets And Learning Experience Design

Data on the in-training performance (e.g., duration, success rates) can provide the Learning and Development team with insights about the efficacy of specific assets. Then, those training assets can be redesigned to improve upon the learning experience for the new hires that follow.

Measure Training ROI

The analysis of your performance improvement diagnostic data should reveal the impact of training on the business in metrics that are important to organizational leadership: time and money. By showing a connection between training investments and KPI improvement, you can make a case for training ROI.

Solutions For Targeted Behavior Change And Performance Improvement

There are countless data points to measure when it comes to complex eLearning activities. And training technology can certainly make it easier to capture that data. However, the performance improvement diagnostic strategies you design will depend entirely on your business goals and the knowledge and behaviors that support them. There are still a few common strategies that will support Learning and Development teams as they strive for performance improvement—and program improvement.

For more details on data gathering and performance assessments, download our new eBook 8 Tips For Boosting Your eLearning With Performance Consulting. Also, join the webinar to find out additional information about virtual learning best practices and more.

References:

[1] 4 INNOVATIVE TRAINING TECHNOLOGY TIPS FOR PERSONALIZATION

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