Big Data and The Training Department

We are barely scratching the surface of the potential of leveraging Big Data. Big players like SAP and IBM are already touting the phenomenal explosion in the volume of data generated by enterprises as the next gold mine for extracting competitive advantage.

By and large training departments are behind the curve when it comes to analytics (once again, there are exceptions and I am happy to make such sweeping statements and, hopefully, get away with it!) Seriously, I am still talking to big companies that don’t even have a LMS, and most of them that have a LMS are not using it properly!

But, there are companies that are pushing the boundaries when it comes to learning analytics. Standards like Tin Can API now allows us to take learner tracking outside the LMS and into the realm of social collaboration applications. I believe this will herald a truly interesting chapter when it comes to training. While training departments don’t necessarily  create data on a  large-scale, they can benefit from Big Data generated by the rest of the organization. Here are few scenarios:

– Sentiment Analysis on a product or service could unearth training deficiencies among customer facing employees and dictate curriculum revisions.

– Analyzing unstructured data pertaining to internal emails / instant messaging and structured data from the LMS could throw light on demand for training.

– Tracking chatter on LinkedIn groups, Glassdoor.com, and other public forums can tell you what people think about working for your company including what type of training is provided (just Google “training at “name of your company”).

– Customer education groups (especially in technology companies like Microsoft or Cisco) have a huge incentive in finding out how customers and partners assimilate and use their products, what use cases are more popular, what support calls are generated, and tie it back to training and certification programs. This particular example is a classic Big Data scenario as it involves processing static as well as real-time information from a diverse set of data sources.

Stay tuned for a more authoritative update on how Big Data and Analytics could be used for managing human capital.

Srinivas Krishnaswamy

Advertisements

I love to read and share thoughts on technology, enterprise learning, mobile and any thing cool that impacts enterprises.

Tagged with: , , , ,
Posted in Big Data, Learning, Training
3 comments on “Big Data and The Training Department
  1. […] of data and analytics to craft a personalized learning experience for every employee. This is where Big Data also comes into […]

  2. […] for customers to integrate their solutions with legacy systems. As companies start thinking about Big Data for the human resource function, this gap needs to be addressed […]

  3. […] ideas are reshaping what we know. Look around, we see companies starting to leverage the power of Big Data, devices are now communicating with one another (The Internet of Things), mobile and tablets are on […]

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

Enter your email address to follow this blog and receive notifications of new posts by email.

Archives
%d bloggers like this: