How do organizations track the progress of learning? Have you felt that the tools and methods used to monitor this aspect are archaic? Isn’t it a challenge especially given that there are not many players in the market focusing on learning big data analytics?
Realizing this gap in the learning landscape, Origin has come out with Konnect – an innovative product solution that gives a comprehensive tracking mechanism to organizations with foresight on evolving learning trends.
“We believe our product is an effort to utilize the full potential of the Experience API. The solution liberates learning from LMS. We no longer need an active session to track the learning progress,” is the fundamental premise on which Konnect operates.
Probe further and you will note that this is a product that is built on technologies that are proven in the sphere of big data analytics. The learner-centric product helps track progress of eLearning packages that support Tin Can. Konnect is compatible with external systems such as Sharepoint, Moodle, Jive, and Salesforce with customized connectors. Going through some of the key features of Konnect, that has won many prestigious awards in the learning arena, will help organizations mull over the option of a more robust learning architecture.
- An administrator can manage spheres from a common backend.
- Experience statements can be received from different systems.
- With content-specific tracking, you can retain progress through a lesson or video across different spheres. Origin’s Konnect uses open source technologies.
While using MySQL as a database works well for transactional systems such as traditional LMS, Origin built a system based on Mongo DB, which includes an extended LRS. This approach enables the capture of learning metrics that takes place through social learning activities. Incidentally, the analytics module is standalone with separate administration credentials.
Apart from enabling the tracking of a learner’s activities from the social engine and LMS modules, the analytics works with third party LMS systems, document management systems, Web portals, mobile apps, and learning games. Thus, employee learning experience can also be gamified!
Let’s take an in depth look into how the analytics actually worked:
The client, a well-known luxury retail chain, approached Origin with a challenge that 80% of their learners did not have any system access, and any communication to that critical section of employees was extremely difficult. The immediate step was to make the system fully responsive and accessible on their mobile devices. This became the first enterprise system to reach all the 9000+ employees. Earlier, their communication could reach only 20% of the population that have email access.
With Origin’s system, their ability to launch a new product had significantly improved. The time to launch a product globally across all their stores decreased from 3-4 months to 3-4 weeks.
They posted videos of their employees presenting best practices. The analytics module shows the successful impact of the product. Currently, there are more than 800 videos in the system, with 5-10 new videos being added every day, which makes the system a big knowledge repository and an asset to the organization.
Similarly, the employee induction process, which used to take 2-3 months prior to implementation, was brought down to 4 weeks! And, remember, there is scope to reduce it further too.
The analytics module provides both a high-level and a drill-down view of the learner’s activities. For instance, rewarding active contributors through structured programs led to a 200% increase in learning activities in the portal.
The ability to track trending keywords enabled the L&D team to prepare relevant training courses using appropriate videos when necessary. Therefore, focused efforts were made to create on-demand content, saving time to develop content.
At any given time, the trending posts, images, and the most popular videos within the existing user-base could be tracked. This allowed the admin to add/update new content to the learning sphere and employ better aids to a user’s learning path. The data from the analytics module supports business decision-makers/learning leaders in tracking areas where maximum expert assistance and training is required. These metrics help in the devising of new training programs to enhance productivity.
The nature of learning spheres is such that a user’s learning path is constantly evolving. In essence, if an organization is receptive to this data point, to identify key champions within the user communities, taking on new roles becomes easy!