News Tech: To attract and retain top talent, learning and talent leaders must consider which learning experiences have the most impact, not just for today but for the long term. As learning and development departments begin to explore the metaverse and its relevance to the future of training, development, team building, and more, there is also a growing need for degrees of evidence of its effectiveness and impact. Training with immersive technologies opens up a new field of possibilities for learner engagement, outcomes, and retention.
Traditional measures of learning – from elementary school to corporate training – rely on individual assessments such as quizzes, tests, project work, and completion rates to measure effectiveness. At the corporate training level, some L&D teams are expanding these metrics to measure learner satisfaction using before/after surveys and focus groups. Improvements in individual performance, such as productivity and overall skill development in the workplace, are often measured by annual performance reviews (and the value of these is questionable).
Simple online surveys or smiley comment buttons aren’t deep enough to really understand the impact of L&D efforts. In virtual reality, we can capture learners’ understanding in real-time as well as tangible results from experiential learning exercises, break this data down in multiple ways, and then provide learners and administrators with a dynamic dashboard of significant learner progress with evidence. The evolution of immersive technology has dramatically changed what we can track on learners, but it’s important to understand what’s possible and how data can be used to confirm ROI and impact. learner.
Many organizations refer to the Kirkpatrick model to measure learning performance, some using the balanced scorecard. Some organizations go even further and offer face-to-face coaching to reinforce new skills and behaviors, especially when preparing people for future leadership positions. Finally, knowledge gained is mainly measured using key indicators such as learner completion and satisfaction.
All this is good, but not enough. Our world has changed so much in recent years, and it’s no surprise that so has employee expectations. Employees expect, if not demand, more from their employers.
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