Below are some examples of scenarios and decisions that can be supported by using the learning days measure in conjunction with outcome measures and analytics. For each scenario/decision, we provide questions that you can ask using data and analytics to push deeper.

Our learning budget has been cut, and we need to pare down our learning curriculum. Where can we make cuts that will have the least impact on overall learning outcomes? Which courses have the highest average number of learning hours per employee and the lowest positive change in average performance rating post completion?
Our turnover rate for high-performing, mid-career employees has been steadily increasing. What could we do to reverse this trend? Is there a difference in the average number of learning days for high performers who leave versus high performers who stay? On average, do high performers who leave have a lower average number of learning days? Alternatively, do they have a higher number of learning days, but a longer duration since their last promotion?
We need to speed up time to productivity. Would more internal hiring (moving or promoting existing employees) and less external hiring help us reach this objective? Do internal hires need fewer learning days to reach full productivity? Are they equally or more satisfied with their onboarding experience, and do they have the same or better performance ratings at one year performing the role?
Managers and employees both say that it is hard for them to get away from work to attend learning courses and programs. Can we find ways to reduce the amount of time employees are away from work to learn without negatively impacting learning outcomes? Do employees using adaptive learning technologies need fewer hours or learning days to complete the same learning objectives (courses or programs)? Do they also express satisfaction with their learning experience and demonstrate learning acquisition on post-course assessments?
Our pilot of a new knowledge sharing, expertise location and collaboration platform is wrapping up. Should we roll it out more broadly within our organization? Do employees who use the new system the most use fewer formal learning days? Are their learning outcomes as good or better compared to employees with lower system usage and higher learning days?

Key takeaways

As L&D continues to evolve, HR and talent leaders may need to look to traditional measures like the number of learning days per employee in new ways to continue providing valuable insights. Far from being obsolete, these measures—combined with other measures and analytics—can support HR in meeting the demand for data-driven decision-making on behalf of the business. Beyond L&D, it's worth asking where you can use analytics and outcome measures to breathe new life into old measures as the HR landscape continues to evolve.

Instant Insights /

Number of learning days: Is there still value in this traditional measure?

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