LEARNING ANALYTICS: MEASUREMENT INNOVATIONS TO SUPPORT EMPLOYEE DEVELOPMENT
Book ID/图书代码： 07682016B89174
English Summary/英文概要： Faced with organizations that are more dispersed, a workforce that is more diverse and the pressure to reduce costs, CEOs and CFOs are increasingly asking what the return on investment is from training and development programmes. Learning Analytics provides a framework for understanding how to work with learning analytics at an advanced level. It focuses on the questions that training evaluation is intended to answer: is training effective and how can it be improved? It discusses the field of learning analytics, outlining how and why analytics can be useful, and takes the reader through examples of approaches to answering these questions and looks at the valuable role that technology has to play. Even where technological solutions are employed, the HR or learning and development practitioner needs to understand what questions they should be asking of their data to ensure alignment between training and business needs.
Learning Analytics enables both senior L&D and HR professionals as well as CEOs and CFOs to see the transformational power that effective analytics has for building a learning organization, and the impacts that this has on performance, talent management, and competitive advantage. It helps learning and development professionals to make the business case for their activities, demonstrating what is truly adding value and where budgets should be spent, and to deliver a credible service to their business by providing metrics based on which sound business decisions can be made.
Chinese Summary/中文概要： 面对比较分散的组织，更加多样化的员工队伍和降低成本的压力，首席执行官和首席财务官问得越来越多，来自培训和发展项目的投资回报究竟有多少。《学习分析》提供了了解如何在先进水平将学习分析运用到工作的框架。它的重点是培训评估旨在回答的问题：培训有效吗以及如何才能提高？它讨论了学习分析领域，概述了如何和为什么回答这些问题，查看了分析技术的有用作用，并带来读者领略了方法发挥作用的实例。即使使用了技术解决方案，人力资源或学习和开发人员也需要了解他们应该问他们的数据什么问题，以确保培训和业务需求之间的调整。
《学习分析》使高级L&D和人力资源专业人士以及首席执行官和首席财务官看到有效的分析在构建学习型组织上的变革力量，以及对绩效、人才管理与竞争优势的影响。它有助于学习和发展专业人士为他们的活动拿下业务，展示了什么是真正的增值以及预算应该花在何处，并通过可以做健全的业务决策的指标来为他们的商业提供可靠的服务。（LNL）
Awards/获奖情况：
About the Author/作者介绍： 约翰•R•马托克斯II是公司执行委员会（CEB）的高级评估顾问，帮助客户制定评估策略，并衡量培训对关键业务措施的影响。在此之前，约翰是“知识顾问”的研究主任，在毕马威会计事务所，普华永道和安达信会计师事务所领导培训评估小组。
吉恩•马丁是光大银行执行董事。作为光大银行的人才解决方案架构师，她领导人才管理方面的洞察力和产品开发。吉恩经常与一些执行团队合作，包括庞巴迪、英特尔、思科、西班牙对外银行和Eskrom等。她的作品刊登在如哈佛商业评论，经济学家、财富、华尔街日报、彭博社和福布斯等出版物上。
马克•范•布伦是光大银行的人力资源研究领导。他曾与成百上千的组织合作来回应员工在学习偏好方面的明显转变，以及员工推动和技术发展的上升。在2002年加入光大银行之前，马克在美国培训与发展协会（现在的ATD）指导L&D趋势的研究和标杆学习。
John R. Mattox II is a senior measurement consultant with the Corporate Executive Board (CEB) and helps clients develop measurement strategies and measure the impact of training on critical business measures. Prior to this, John was director of research at KnowledgeAdvisors and led training evaluation teams at KPMG, PwC and Arthur Andersen.
Jean Martin is executive director of CEB. As CEB’s talent solutions architect, she leads its insight and product development in talent management. Jean regularly presents to executive teams including Bombardier, Intel, Cisco, BBVA and Eskrom, among others. Her work has appeared in publications such as Harvard Business Review, the Economist, Fortune, The Wall Street Journal, Bloomberg and Forbes.
Mark van Buren is the HR Research Leader at CEB. He has worked with hundreds of organizations to respond to a clear shift in employee preferences for learning and an increase in employee-driven, technology-enabled development. Prior to joining CEB in 2002, Mark directed research and benchmarking on L&D trends at the American Society for Training and Development (now ATD).
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