Since the outbreak of the pandemic, employee engagement through skills training and learning has become increasingly important, as the value of human capital is assessed more heavily than ever. Businesses are seeking ways to better equip their personnel with critical skills while working digitally, with cross-utilization and talented employees migration becoming increasingly common.

The route for organizations to achieve a learning and development program that successfully closes skills and position gaps is undeniably long, and it necessitates deep but actionable insights in order to create a comprehensive learning atmosphere that is agile. Programs such as extended learning analytics can address these issues.

Most firms are still in the early stages of implementing large-scale learning and development (L&D) transformation programs, choosing a sluggish strategy and curriculum changes instead of agility and flexibility. “About 95 percent of respondents believed that corporate learning was vital to the future of the organization and should be awarded high-priority status,” according to a BCG survey. Only 15% of respondents said they had completed this high-priority task, citing the “difficulty of building a world-class learning capability” as the reason. In such circumstances, extended learning analytics is a must.

The most successful firms, for example, invest in new learning and development programs like Extended Learning Analytics, which are flexible and agile and help to develop human talent.

Moving ahead, the effects of reducing skills gaps and providing learning opportunities are felt outside of the L&D department. Employee engagement is increased as a result of L&D’s use of Extended Learning Analytics, which has a positive impact on employee experience. 

Personnel who see outstanding possibilities to grow abilities are 2.9 times more inclined to partake than those who don’t, as per employee surveys co-sponsored by Glint and LinkedIn. Gallup states that fully motivated groups receive the following benefits when comparing firms that score in the top quartile of their company in employee engagement to those that score in the bottom quartile:

  • 41% lower absenteeism
  • 24% lower turnover
  • 20% higher sales 
  • 21% higher profitability 
  • 17% higher productivity 
  • 10% higher customer ratings 

By properly building in your workforce’s learning and development, as well as examining your organization’s Workforce Development and Compliance landscape, you can create a culture that is both engaging and growing, emphasizing the inclusion of Extended Learning Analytics programs.

Furthermore, according to Gartner, only 33% of HR leaders perceive their organizations’ ability to use data in staffing needs as competent. Finding these existing skill and function gaps can be a huge help in terms of workforce planning. It’s really about figuring out just what you probably didn’t even know – knowing where and what the gaps are can assist you to determine the type of individuals you’ll require. Your business now has the power to decide whether to up-train, cross-train, or cross-utilize your existing staff or to look outside by recognizing the capabilities of your current staff and the learning opportunities available. For any large organization, this necessitates the implementation of Extended Learning Analytics programs.

Ways in which SAP’s Extended Learning Analytics can assist you 

By merging the capabilities of SAP Analytics Cloud and SAP Data Warehouse Cloud with multiple SuccessFactors modules, Extended Learning Analytics was created to assist SAP SuccessFactors users. To derive actionable insights from cross-organizational data, you’ll need to connect to, integrate with, and blend different data sources – and set up Enterprise Analytics.

SAP’s strategy to workforce planning that integrates finance and HR facts across SAP S/4HANA and SAP SuccessFactors is something you might be familiar with. SAP’s Extended Learning Analytics, meanwhile, is based on the same concept of realizing the Enterprise Analytics vision and is intended to be implemented fast. It will use data from various SAP SuccessFactors modules, as well as info from non-HR resources, to evaluate the producers and consumers of your organization‘s skill sets, as well as analyze the skill shortages to fill. 

As your company hires, promotes, and grows its staff, learning and skills-related data is stored in many locations. For instance, consider the SuccessFactors modules from SAP:

  • SAP SuccessFactors Recruiting records the skills and skill intelligence level of the role that needs sorting.
  • SAP SuccessFactors Learning records the list of learning’s provided to staff and the skills they’ll obtain from those learnings. 
  • SAP SuccessFactors Succession & Development is a skill management system that helps organizations plan for the future of their business and staff.
  • The Center of Capabilities is a paradigm for capturing capabilities including competencies, skills, management styles, employee attitudes, and other organization-defined traits that enable individuals to achieve desired outcomes.

So, for example, you might keep track of your acquisition, training, and growth expenditures, as well as other financial information, in one database, and the cost of your contingent workforce in another.SAP Extended Learning Analytics training from Lineris Solutions will assist L&D (Learning & Development) professionals in establishing their strategic importance and enterprise-wide insight for their company. Why not contact Lineris Solutions to assist your business and staff today?