Acting on Results
Training data is only worth collecting if something changes because of it.
Where to find it
Architect Panel → eLearning:
- Courses & Assignments — the course console — courses, units, assignments
- Learner Records — a learner’s registration against a package
- Course Attempts — each attempt at a package
- Course Sessions — individual launches
- Learning Objectives — objective-level results
Architect Panel → Automation:
- Workflow Builder — reminders and escalation
- Journeys — a reminder sequence
Three questions
- Who has not done it — and is about to miss the deadline.
- Which content is not working — where people fail, stop or take many attempts.
- What does the organisation not know — from objective and question-level results.
Most organisations answer only the first, and it is the least interesting.
Chase before the deadline
A reminder a week before is worth several after. Build it as a rule or a journey rather than a monthly manual chase, and make the message say what to do rather than that they are late.
Escalate to a manager, once
People respond to their own manager far more than to a training system. One escalation after a clear reminder is effective; repeated automatic escalation trains managers to filter the messages.
Fix the content when the data says to
A course where many people fail, take several attempts, or abandon at the same point has a content problem. Chasing learners harder does not fix that, and it is what most organisations do instead.
Report success within validity
The honest compliance measure is: how many people currently hold a valid, successful completion. Not how many have ever completed, not how many were assigned.
Anything else overstates the position, and it will be the number quoted back to you after an incident.
Show the trend
A single figure invites argument about the number. A trend over months shows whether it is improving, which is the thing you can actually influence.
Close the loop with learners
If a question was badly written, say so when you fix it. Learners who report problems and see nothing change stop reporting them, and you lose the cheapest source of content feedback you have.
Do not use it for performance management
Unless you have said so clearly in advance. Training records used as evidence in a disciplinary process, having been collected as training records, is both unfair and likely to be challenged.
Worked example
A training team reminds at seven days, escalates to the line manager once at the deadline, and reviews content quarterly against fail rates and abandonment points. Its board report shows valid successful completions as a trend, which rose from just over half to nearly all across a year.
Recommendations
- Remind before the deadline, escalate once after.
- Fix content the data flags rather than chasing harder.
- Report valid successful completions as a trend.
- Be explicit if records will ever be used in a performance context.