Summary of Developing Human Capital
Using Analytics to Plan and Optimize Your Learning and Development Investments
The time has come – and passed – for HR and learning professionals to embrace data analytics.
The economy and the workforce have evolved beyond the traditional understanding and capabilities of many human resources (HR) and training divisions. As HR analysts and learning experts Gene Pease, Bonnie Beresford and Lew Walker argue, other professions effectively leverage data and evidence in making decisions, yet HR and learning officers generally rely on experience and instinct. Even so, most seasoned learning and development professionals will find nothing new in this manual’s first few chapters. The fun begins when you jump ahead to the fourth or fifth chapters, and thoroughly read the eighth and ninth chapters, as well as Appendix F, which offers terrific advice on collecting needed data. getAbstract recommends that less-experienced learning and HR officers read the entire book, which – including the content-rich appendices – offers action-oriented advice and tools to dive deep into HR and learning analytics.
In this summary, you will learn
- How HR and learning professionals can apply the basic measures of training more effectively
- How to measure the results of training, including learning gained, business impact and return on investment
- How to apply predictive analytics to learning and development
About the Authors
Gene Pease leads a workforce analytics company. Bonnie Beresford won the “Excellence in Practice Award” from the American Society for Training and Development for her work in learning analytics. Lew Walker, vice president of HR at AT&T, speaks frequently on learning and development at conferences nationwide.
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1 year agoGreat Information
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Contained in Knowledge Pack:
Knowledge PackHuman CapitalWhen you say your most valuable business asset is your employees, you’d better measure it.
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