Cross-industry upskilling falls under the same workplace umbrella as reskilling and upskilling. However, it is still unique. Where upskilling and reskilling usually involve increasing abilities within the same industry or team, cross-industry upskilling goes one step further, encouraging  employees to learn new skills that would typically be seen in another department or industry. While these new skills might fall outside of their explicit job description, they can be incredibly valuable.  

Why might you specifically want to incorporate cross-industry upskilling rather than traditional upskilling or reskilling in their current role? We’ll take a look at just some of the many ways cross-industry upskilling can add value to your workplace, including improved employee versatility, employee retention and reduced business costs, and even encouraging continuous learning. 

For one, cross-industry upskilling can broaden the scope of your staff’s industry knowledge, and when you know more, you can do more. To be clear, we don’t mean those that have completed cross-industry upskilling should suddenly take on tasks for a team they’re not even in. We just mean that with more insight into how the business operates, everyone can complete their work in a way that considers the business overall, not just their specific team. 

Similarly, it can be tempting to stick within your own department and only reach out to other teams when required. However, when this happens, misalignment between departments is a serious risk. Cross-industry upskilling opens up the doors of communication between departments, encouraging them to interact with each other. When various departments better understand each other, it’s easier to understand what work that team might currently be undertaking, and therefore what capacity they may or may not have to complete additional tasks. 

Employee retention and reduced business costs

Unless you’ve been living under a rock for the last couple of years, you’ll be keenly aware of the competitive nature of the job market. Employees and potential employees know what they want and are willing to jump on the opportunity of a new job if it aligns with their goals and values. At the same time, employees know that the job search process can often be long and arduous. Accordingly, if they can complete work that aligns with their goals and values at their current workplace, they're more likely to stay there, thereby boosting employee retention. 

Furthermore, 79% of L&D professionals believe it is less expensive to upskill a current employee than it is to hire a new one. Even from a purely financially motivated standpoint, cross-industry upskilling makes sense. 

That being said, if you, as a workplace leader, add new tasks/responsibilities to an employee’s workload in light of their new skills, you must ensure their pay accurately reflects this new workload, and that they have the capacity to complete this workload without impinging on their work-life balance.

Picture this: an incredible opportunity has opened up for your workplace that needs input from your talented design team. It has a tight deadline, but you know that the team is up to it. You can’t wait to brief them, only to discover that some of the design team are out of work sick.  

While in some situations, that could mean it’s time to panic, for a workplace with employees that are cross-trained across industries, it’s no sweat! A problem like this could be solved by temporarily bringing over an employee from another team that’s cross-trained in graphic design to help pick up some of the work left by the regular design team while they recover. 

While completing a few short courses about graphic design as part of workplace learning and development certainly isn’t the same as hiring a fully qualified and experienced graphic designer, what it can do is form a base level of knowledge that can be used to build a deeper understanding of the work that a graphic design team would complete. Therefore, emergency situations, like the example we mentioned above, no longer seem like emergencies.

Many of us, whether part of the learning and development industry or not, are well aware of the benefits of continuous learning. It keeps employees’ brains active and helps them to perform at their highest potential. 

Giving employees the option of expanding their knowledge outside of their current field of work is one extremely effective way to encourage learning in the workplace beyond simply ticking a box. 

When employees don’t feel restricted in terms of what they can learn about, they’re far more likely to enjoy the learning itself, rather than viewing workplace learning as something to dread. 

Moreover, while some employees may be long finished with their formal education journey, that doesn’t mean there’s not more that they want to learn. When workplace leaders encourage employees to pursue learning outside of their current field of work, it gives employees the freedom to explore a new industry in a more digestible way than formal education. 

You never know what incredible talents you could unlock with just some simple encouragement and an employee with the desire to try. It could allow the employee to move into a field they’re truly passionate about or even create a brand-new position in the workplace that may not have existed before. 

For more insights into upskilling and reskilling, be sure to subscribe to the Go1 newsletter and stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.   

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Let's look at some of the ways cross-industry upskilling can add value to your workplace, including employee retention and encouraging continuous learning.

The value of cross-industry upskilling

As another year speeds towards its end, we’re looking back on the exciting updates, additions and improvements here at Go1. 

Our focus this year has been on not only continuing to grow the scale of learning content, but investing further into expanding the quality and diversity of resources.   

Over 8,474 new courses added to the Go1 Content library.  

24 new learning providers from the US, Australia, the UK and India.  

Topics ranging from Content Technology, Health & Wellbeing, Engineering, HR and Health & Safety. 

We also introduced a calendar full of curated learning playlists, the 12 Months of Learning Calendar, ready to roll out to learners all around the globe.  

Featuring regionally specific and key date aligned playlists, including:  

Celebrate Differences: Ensure a Diverse and Inclusive Environment  

Teamwork Makes the Dream Work: How to Build and Manage Better Teams  

Stay Safe at Work: Preventing Workplace Violence  

Elevate Your Sales Skills: Strategies for Selling  

Thrive Through Change: Change Management Essentials

 2022 saw some impressive improvements and new features focused on streamlining and simplifying both the admin and end user experience of the Go1 platform.   

Improvements to 'assign' and 'manage' features - including bulk assignment capabilities 

Reporting and user insights - simplified group-based reporting, a new Manager insights page with Learner Feedback  

Set and forget - Recurring auto-assignment and application of relative due dates now available 

Streamlined learning in the content player - simplified ratings, sharing and saving within the new streaming feature  

Improved feedback pathways - recommend and provide insight into learning content  

Smoother 'My Learning' experience - improved playlist building and viewing capability 

The new Content Curation Tool allows Admins to generate hand-curated playlists. Gather from the Go1 Content Curation Team's picks or explore the library  

Build, re-order and easily manage learning playlists within a smoother curation experience in My Playlists 

The team at Go1 has enjoyed continuing to develop and enhance the Go1 content library and platform for another year, and are already excited to share the changes coming down the line for 2023. Watch this space.  

Looking back on 2022 and the improvements, growth and exciting breakthroughs within our content library and learning platform.

Year in review 2022

The team at Go1 has enjoyed continuing to develop and enhance the Go1 content library for another year, and are already excited to share the changes coming down the line for 2023. Watch this space.  

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

Looking back on 2022 and the improvements, growth and exciting breakthroughs within our content library.

There’s always going to be a demand for web developers as their skill, knowledge, and experience heavily contributes toward your online presence, and ultimately, how much money your business makes online. But are the essential web development skills enough, or should employees have more advanced knowledge?

Developers need a combination of hard and soft skills, and should constantly be developing their own knowledge by undertaking frequent training. Web development is such a fast-moving industry, with changes occurring almost weekly, that upskilling and refresher training is imperative. 

In this post, we’ll take a look at the eight most common skills your web developers should have (on top of the basics, of course).

What skills are essential for web development professionals?

Before we take a look at the most common skills a web developer should have, we first need to consider the basics, regardless of their deeper understanding:

Without these basic web developer skills, even the most technically-gifted developer will struggle to work as part of a team. Teamwork should be the focus of any web developer who wants to succeed.

On top of the above key skills, which any employee should look to develop regardless of their role, web developers should focus on the below eight important skills. With these skills, web developers position themselves as invaluable members of your team and put your business in the best position possible to deliver the best service to your clients and customers.

HTML, CSS and JavaScript are the bread and butter of any web developer. CSS and HTML complement each other in the creation of web pages, with HTML working as a foundation and CSS adding style.

JavaScript is used in the creation of visuals, such as images, graphics, and videos. This helps make your website engaging, which greatly increases traffic and conversions.

For anyone looking to start a career in the industry, upskilling in coding is one of the first web developer skills you should learn.

Libraries and Frameworks: Bootstrap and jQuery

Libraries are helpful because they’re valuable, time-saving resources. Why write code every time when you can borrow parts of what you’ve already written? JavaScript and CSS are both frequently used with libraries. Frameworks is similar, and provides a more standardized option.

However, it’s important to note that these tools aren’t designed as a shortcut or workaround - they shouldn’t be used as an alternative to learning to code. They exist to help make a web developer's job easier and faster.

Code versioning tools such as Git and GitHub can help restore order when changes made to your website don’t quite go to plan. They’re also great tools for collaborative working, which can be invaluable as more and more businesses embrace remote and hybrid working.

Because your developers will be making regular changes, having the ability to revert to previous versions will save your website from unnecessary downtime, and therefore stop you from losing revenue.

In an age where people can view your website on a variety of different devices, responsive design is critical. Not only will people visit your site using a desktop computer, mobile phone, or tablet, but they could browse via a games console, smartwatch, or even their refrigerator.

Because of this, your website needs to adapt to any screen size, because if it doesn’t your bounce rate will be high which will cost you revenue.

Testing and web development go hand in hand - it’s how developers identify whether pages contain any errors. It’s also up to the developer to fix any potential errors, and ensure everything works as intended. A web developer should strive to be a perfectionist so they can ensure your website is fully functional.

Similar to how your site needs to adapt to screen size, developers also need to make sure the site is responsive to all browsers with cross-browser development. This doesn’t just include popular browsers such as Firefox and Chrome, but other lesser-known and uncommonly used browsers (and those used on smart devices too).

Many sites will be centered around a CMS (content management system) or e-commerce platform. Having CMS developer skills is especially important, as it enables the site to manage and publish content - such as blog posts - quickly and easily. Using a CMS also allows for multiple users to work on the site at any one time.

One thing a web developer is guaranteed to face is problems. That’s why all web developers must have strong problem-solving skills. From figuring out implementation to fixing errors with the code, there are many problems faced by developers on a daily basis - all of which require creative thinking. That means resilience and determination are also important, with some problems requiring far more effort than others.

Go1 has an extensive library of web developer training courses

Go1 offers a range of online web developer training courses to upskill your web developers. For more information on how Go1 can help your business provide cost-effective training for your employees, book a demo today.

If you’re looking to get into front-end web development you’ll need to build these 8 foundational skills to succeed. Get help from the experts at Go1

The 8 most common skills for a web developer | Go1

The 8 most common skills for a web developer

We are so grateful to have been part of the HR + L&D Innovation and Tech Fest. The event was a blast, and we met so many inspiring people who are changing the way we work. Here's our wrap of the two days.

Go1 attends HR + L&D Innovation and Tech Fest 2022

Go1 at Tech Fest Sydney 2022

With a halo glowing so bright above us we were impossible to miss. Across the two days, the Go1 booth facilitated a lot of meaningful conversations, giving us a chance to learn more about the highlights and challenges of L&D professionals.    

Go1 team having serious(-sly fun) discussions at the booth

The Go1 swag (we're looking at you, socks) was a hit. Many came back the second day wearing their swag! 

Across the two days, we saw some fantastic keynote sessions from Penny Beecham, YMCA NSW, Michelle Ockers of Emerging Stronger, and Tim Teale & Natasha Dunn from Go1.  

Keynote session with Go1 customer Penny Beecham – YMCA NSW 

Penny Beecham talks about YMCA NSW's learning journey

It's always exciting when we get a chance to hear how our customers are using Go1 in their everyday work—and it's even better when they share insights into how they use it to improve their organisation.  

We heard from Penny Beecham, Lead Learning and Development Specialist as she spoke about YMCA NSW’s journey to embracing the digital age.  

Pivot, pivot, pivoooot - Global training expectations have shifted, and organisations need to keep up.  

Embrace change (cliché, but a valuable tool in your L&D team arsenal)  

Flexibility is a job requirement for L&D, not a nice to have 

Penny is just one of the thousands of people who use Go1 every day to help them get better at their jobs. We're so grateful for customers like Penny who make our work feel more meaningful by sharing their stories with us!  

The crowd was captivated as Tim Teale delved into the ins and outs of Go1. He worked with spotty Wi-Fi, but that didn't stop him from making it a memorable event. 

Michelle Ockers leading the breakfast session on day 2

On Day 2, we were excited to host a breakfast session with Michelle Ockers to launch our new L&D Playbook for enabling busy managers. 

Co-written by Michelle, Laura Overton, and Shannon Tipton, this playbook helps L&D tackle the challenge of working with managers and equipping them with tools to develop their teams. 

Thanks to all of you who came to the session. We hope that the conversation sparked some ideas and that you can put what you learned into practice. Here are a few takeaways from the session: 

Michelle asked around the room—what are your biggest pain points? A common response in the room was time, or rather, the lack of. Other responses centred around opportunity cost, the implications of remote working in the modern workplace, and relevance.  

There was some great conversation around the room about how to approach leaders who don't see L&D as a priority. Some of the recommendations from around the room included bridging learning, changing the mindset and language around learning, and making learning loud (social proof).  

One piece of advice Michelle offered is to work like a high-performing learning team—they’re 62x more likely to equip managers with tools to support learning!  

Download our L&D playbook for enabling busy managers 

L&D Tech Executive Panel | Exploring the New Frontier of Learning 

Natasha Dunn during the executive panel discussion

Go1 Head of Sales Acquisition Natasha Dunn joined a live panel and brought a unique perspective to the conversation. She spoke about adapting to change and how it all starts with leadership and management. Leaders must walk the walk and talk the talk for their businesses to be successful. 

When asked what those who are operating effectively at the new frontier of learning are doing differently, Tash highlighted that:  

They're rethinking their talent recruitment and retention strategies, recognising that skill alone isn't enough in today's market. They're hiring for will and not for skill; we can train skills, but we can't train will.  

They're considering how to best reduce costs while providing quality content to meet learners' needs. It all comes down to prioritising post-implementation actions just as much as implementing new systems.  

The packed audience during Natasha's presentation

From the halo glowing above our booth to the plethora of meaningful conversations we facilitated, all we can say is that this event was incredible!   

We were really impressed by how engaged everyone was during the sessions. Some attendees even planned on making changes based on what they learned on the first day alone!  

We want to thank everyone who attended our sessions, visited our booth and made this event such an amazing success! 

See you at our next big event coming soon! 

That's a wrap! Sydney HR + L&D Innovation and Tech Fest  

What is learning governance, and why is it so important 

Businesses across all industries are becoming increasingly aware of the importance of learning and development in the workplace. They know they need to do it, and they may even have an idea of some of the subjects they want to cover  

However, what they may not have considered is how best to implement this learning, who will be responsible for this learning, or what ‘good workplace learning’ should look like. 

That’s exactly the goal of learning governance. When businesses implement a solid framework around workplace learning and development decisions, they set themselves up for success. With effective governance, workplace learning and development not only increases efficiency but also often leads to improved overall business metrics. 

At first glance, learning governance may not seem like the most ‘fun-filled’ part of learning and development. However, making learning governance a central focus of your L&D program can streamline everything that helps that workplace learning run smoothly. As such, you will have much more time to spend on the learning itself. That’s way more fun! 

How can businesses recognise when they’re on the right (or wrong) track with their learning governance? It can be easy to get swept up in other aspects of the learning and development process, which is where good governance habits can slip.  

By repeatedly asking a few simple questions, workplaces can stay on top of their learning governance and prevent avoidable issues before they arise. 

Accountability is non-negotiable when it comes to learning governance. Whether you have one person who is responsible for learning governance or a whole team, those responsibilities must be clearly defined.  

Everybody should know who to ask when they have a question and who to raise any concerns with. 

By doing this, businesses eliminate any potential middlemen that arise when conversations of “I’m not sure. Maybe x person knows” seem to repeat themselves. 

Don’t get us wrong, asking questions when you’re unsure is not a bad thing. However, it’s much easier to ask one person rather than going through a whole chain of people. 

Following this process also benefits the person who is responsible for learning governance, allowing them to make decisions without worrying about seeking additional approval. 

Just like knowing who is responsible for learning governance is non-negotiable, so too is knowing what is expected procedurally.  

Ensuring everyone is on the same page when it comes to procedures means you will set a consistent standard with little room for confusion. As we know, confusion is the enemy of workplace productivity. 

Whether they like to admit it or not, many workplace leaders have a soft spot for their departments and may push those in charge of learning governance to expand the budget for that department just a little bit (or a lot) further. The reality is, having a budget, sticking to that budget, and having clear allocations for where money is going can help avoid potential arguments.  

It also helps to set expectations so that when a change or update is requested, people understand the likelihood of that request being approved. 

If you’re unsure where to start with general learning governance procedures, here are a few ideas that accurately set procedural and responsibility-based expectations: 

When naming your learning material, make it something that is both descriptive and easy to understand. Using complex language in the title (even if it’s accurate) may make it more difficult to find. 

Every piece of learning content should list the version history, version creation date, the person who owns the content, and the audience for which the content is designed. This can help clear up any confusion about who to ask if something goes wrong with the content. It also helps L&D teams determine when content is due for an upgrade. 

Develop a content creation template. By doing this, workplaces ensure consistency and ease of use across their learning materials. A content creation template can also prove extremely useful to future learning content creation. In particular, a good content creation template will always have a way to monitor the consumption of that content, as well as information reporting regarding that content. Having access to tangible data can ensure learning is on track with the goals of the business. Moreover, this data can also tell learning content creators which courses learners are or are not enjoying. 

What is the business trying to achieve? 

Having solid procedures in place and knowing who is responsible for those procedures will always be essential for best practice learning governance. However, neither of those things can play their role effectively if those responsible for workplace learning aren’t asking themselves one very important question: what is the business trying to achieve? 

When everyone involved in workplace learning has a clear idea of the overall goals of the business, it’s easier to make decisions regarding learning that most people are likely to agree with. 

Furthermore, when your learning content accurately reflects the goals of the business, everybody in the workplace becomes more familiar with what the business is trying to accomplish, not just those working in learning and development.  

When everyone has the same understanding of their workplace’s goals and has been educated on those goals through workplace learning, the positive ripple effect throughout all departments is immeasurable. 

The most effective models of learning governance for businesses are as unique as the businesses themselves. What works for one business may have varying results for another. 

So, how can businesses begin the framework to create their version of learning governance? 

An excellent starting point is to look at the three main models of learning governance: centralised, decentralised, and federated.  

When a company uses a centralised learning governance model, all workplace learning is controlled through a centralised learning team that reports directly to the CEO. A centralised model means that the all-important accountability, for everything from budget, to metrics, to resources, is held by a single team.  

Having a single team to which you direct all learning enquiries also reduces the number of middlemen that can complicate things.  

However, businesses using the centralised model of learning governance will need to be cautious of the bureaucracy potentially getting out of hand. Therefore, they must remain receptive to feedback. 

Decentralised learning governance takes pretty much the opposite approach. In decentralised learning, every business unit is responsible for its own learning teams. In other words, everything from budget, to metrics, to learning systems is run by a learning team within a team. 

By selecting a decentralised method, businesses ensure that individuals who have a comprehensive understanding of how each business unit works are the ones that have control of the learning.  

While this strategy minimises the risk of bureaucracy rearing its ugly head, it also increases the risk of organisational redundancy. 

Federated learning governance combines both centralised and decentralised governance models to create a ‘best of both worlds’ scenario.  

One example of this would be one team managing the learning and training administration processes. Meanwhile, the content delivery and development processes are managed by teams from departments where that learning is most relevant. For example, the Human Resources department would manage Human Resources training.  

Once again, while a federated model may have the ‘best of both worlds’, it still isn’t a guaranteed success. Accordingly, businesses must consider their unique situation before selecting the approach that is right for them. 

Everyone has a role to play in learning governance 

No matter how your workplace decides to tackle learning governance, it’s important to remember that everybody has a role to play. 

While an employee may not have any direct responsibility for learning governance, they should speak up if they notice room for improvement. 

Similarly, workplace leaders and those who have direct responsibility for learning governance should empower others to speak up and take on their feedback. 

That doesn’t mean that those in charge of learning governance need to change things up every time someone has a complaint. It just opens the doors for new ideas that could make learning governance at your workplace even better or draw attention to issues that leaders may not have been aware of. 

As a knock-on effect, employees that feel like they can leave feedback without being judged or reprimanded are more likely to want to participate in the learning, rather than feeling like it’s just another box that needs to be ticked. 

For more insights into upskilling and reskilling, be sure to subscribe to the Go1 newsletter and stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.  

Effective learning governance helps set businesses up for success. Learn about how you can make it happen for your workplace.

What best practice looks like when it comes to learning governance

Effective learning governance can be a game changer and helps set businesses up for success. Learn about how you can make it happen for your workplace.

When working in L&D, it pays to have an analytical mindset. Often, L&D teams are rewarded for thinking outside the box and framing learning content in fresh, exciting ways. Despite this, data analysis — that is, collecting and analysing data such as course completions, time spent learning, and user engagement to gain insights into broader trends and learners’ needs — is often an afterthought in L&D circles. 

In many teams, data analysis is seen as a nice to have rather than an essential skill to take your learning content to the next level. To underscore this point, just 18% of L&D teams say they have data analysis skills in-house. 

We think it’s time that changed, and teams started prioritising data analysis as an essential cog in their eLearning machine. With that in mind, we’ll examine the importance of data analysis in eLearning. We’ll set the scene by looking at data analysis capabilities in L&D teams, before exploring the importance of data analysis in eLearning, and finishing with tips to improve your team’s analytical skills. 

To understand the importance of data analysis in eLearning, it is vital to first understand what data analysis means in an L&D context. 

For starters, Dashe explains that data analysis in L&D is “the process of gathering and analysing data on a variety of different learner metrics. These metrics include but are not limited to employee performance, application of skills, process recall, and more.” 

Brain Station expands on this definition, adding, “L&D analytics allow us to analyse the effectiveness of training and understand how it correlates to employee engagement, productivity, and overall company success… L&D analytics lives under a broader umbrella of workplace data science, which uses predictive and prescriptive analytics and machine learning to help us make predictions and decisions.” 

L&D data analysis takes two main forms: qualitative and quantitative data. Qualitative data deals with things you can count, categorise, and put in order (think hard data on course completion rates or the number of training hours completed). In contrast, quantitative data focuses on experiences and feelings (i.e. a feedback survey on how users felt after completing a particular course).

As such, we can understand data analysis in L&D as the act of gathering data about any learning that takes place on your platform. By doing so, you will gain insights into when, where, what, how, and why learners prefer to learn. This data can be used to optimise your L&D plan going forward. For example, you may be able to tweak your approach to boost learner engagement and knowledge retention or better tailor your content to meet your learner’s specific needs. 

Unfortunately, many teams are missing the mark for in-house data analysis capabilities. According to Emerald Works’ Back to the Future report, 98% of L&D teams say improving their analytical skills is a priority. Off to a good start! Yet, as of 2020, just 18% have this capability in-house. What’s more, this figure is trending in the wrong direction, down from 30% in 2018. 

We’ll explain why this is such a concerning trend as we examine the importance of data analysis in eLearning. 

The importance of data analysis in eLearning

Data analysis is vital for L&D teams, delivering a plethora of benefits such as increased efficiency, improved decision-making, enhanced insights, and even increased revenue. 

In a recent article, Training Industry Magazine summarised the benefits of data analysis in eLearning, explaining, “when the right data are collected and analysed systematically, we can track important trends in real time. These timely insights help to: Understand learning in the flow of work, improve the effectiveness of learning initiatives and resources, enhance personalisation of existing programs and ultimately design learning that aligns with workplace environments of the future and not the past.” 

This final point is perhaps the most important, as data analysis of this scale represents a significant leap forward for many L&D teams. Currently, 26% of L&D teams are concerned about a lack of in-house analytical skills to use learning data effectively. As such, there is significant room for improvement in data analysis in the L&D industry. Savvy L&D teams may see this as an opportunity to stay one step ahead of their competitors by embracing the power of data analysis. 

When teams go all in on data analysis, the results can be dazzling. Emerald Works’ Back to the Future report compared the habits of high-impact learning cultures (HILCs, defined as the top 10% of L&D teams) against ‘average’ L&D teams to determine what sets HILCs apart. 

Unsurprisingly, the effective use of data analysis was a key factor. Here are some of the main areas where HILCs outperform other L&D teams. 

66% of high-impact learning cultures use data analytics to improve the learning experience. In contrast, just 12% of average L&D teams do the same. 

Similarly, 66% of HILCs use learning analytics to improve the service they deliver, compared to just 12% of average L&D teams. 

Finally, data analysis is essential to thoroughly understand your learner’s needs. Again, there is a gulf between the top-performing teams and the rest — 59% of HILCs use learning analytics to understand individual needs vs just 10% of average teams. 

Finally, CrossKnowledge points out that data analysis in L&D has one vital, overarching business benefit: “the most immediate impact of good learning analytics is the ability to know what’s working and what isn’t.” 

While this may sound basic, knowing exactly what’s working and what isn’t can be incredibly impactful, taking the guesswork out of your L&D program. Instead of stabbing in the dark, wondering if you need to add more interactive elements to your learning, or create more compliance training courses, accurate data analysis can provide immediate insights into what’s working, what isn’t, and what you need to improve. 

How to improve your team's analytical skills

For teams that are just getting started, upskilling your data analysis capabilities may sound like a big, scary project. You may picture rooms full of wall-to-wall computers crunching the numbers and spitting out data. However, data analysis doesn’t have to be intimidating. Ultimately, improving your team’s analytical skills starts with an inquisitive mind and a willingness to ask the right questions. It really can be that simple! 

As leading industry analyst Josh Bersin explains, adding data analysis to your L&D strategy “is not a project, [it’s] a muscle…this is an ongoing expertise and business practice that you have to do overtime.”

Like any other muscle, improving your team’s analytical skills requires training. Asking probing, insightful questions is an excellent starting point. By doing so, you gain a deeper and more comprehensive understanding of year learners' needs, thereby boosting the learning experience and improving your L&D offering. 

For example, HILCs may ask questions such as: 

​​What type of learning do my team members prefer (i.e. podcasts vs videos vs interactive quizzes, etc.)? 

Are there any skill or knowledge gaps our training doesn’t adequately address? 

Do employees prefer bite-sized microlearning modules or longer courses? 

What courses have higher completion rates? What can we learn from these courses? 

Would employees prefer to learn in the office or learn on the go? 

Would employees prefer mLearning to eLearning? 

Do employees prefer individual learning or group tasks? 

What are my employees' learning goals? How can I tailor their L&D plan to meet those goals? 

How many learners completed a particular course? How many hours did they spend learning? 

What percentage of employees responded that a course was relevant to their job duties after completing assigned learning? 

Is there any correlation between training hours completed and an increase in revenue? 

Are our learning modules aligned with broader business goals? 

These questions (and many more — this is far from an exhaustive list) allow you to gain deeper insights into your employees’ specific needs and the effect of learning on your broader business goals. This, in turn, lets you continually optimise, refine, and fine-tune your training to better suit your learner’s needs and boost the overall learning experience. 

To start improving your team’s analytical skills, check out Go1’s vast array of Data & Analytics courses. 

Or, for more insights, subscribe to the Go1 newsletter today to stay on top of all the latest L&D trends.

Just 18% of L&D teams say they have data analysis skills in-house. With that in mind, we’ll examine the importance of data analysis in eLearning.

Learning and development is a critical part of any business. By negating the need to train and upskill your employees you risk your business falling behind your competitors and losing your top talent.

One cost-effective and efficient way to train your employees is via eLearning. eLearning provides training to any number of employees via materials available instantly on any device. That means there’s no need for tutors and employees don’t have to spend time away from their daily responsibilities.

But what are the full benefits of eLearning? In this post we’re going to take a look at the importance of eLearning and why it’s a valuable tool as part of your development strategy.

eLearning is a powerful and cost-effective way of teaching that offers students access to on-demand studying. Find out why eLearning is so important with Go1.