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FILL OUT OUR CUSTOM ASSESSMENT FORM AND, find out where your organization stands in terms of maturity. OR DOWNLOAD OUR PRICING GUIDE AND LEARN MORE.

✔ MAXIMIZE TRAINING ROI

✔ UPSKILL YOUR EMPLOYEES

✔ MAXIMIZE BUSINESS RESULTS

Do your employees have the skills they need to succeed in their roles?

Do you struggle to identify skill gaps and development needs across your organization?

Are you interested in measuring the effectiveness and ROI of your training programs?

Investing in learning and development is critical for building a skilled and engaged workforce. It can help improve performance, enhance employee engagement and retention, and drive business outcomes. 

WE OFFER A RANGE OF PEOPLE ANALYTICS SERVICES TO HELP YOU IDENTIFY AND ADDRESS SKILL GAPS AND DEVELOPMENT NEEDS ACROSS YOUR ORGANIZATION, INCLUDING:

  • Skill mapping and analysis to identify the key competencies and skills needed for success in each role 
  • Customized training and development plans to address skill gaps and meet employee development needs 
  • ROI analysis to measure the effectiveness and impact of your training programs on business outcomes 

If you subscribe to our monthly services, you’ll receive a comprehensive learning and development analysis that includes: 

  • A detailed report on the skills and competencies needed for success in each role 
  • Identification of skill gaps and development needs across your organization 
  • Customized training and development plans for each employee, based on their unique needs and career goals as well as monthly status report to track advancement against the training goals.  
  • ROI analysis of your training programs, including cost savings and business impact metrics 

Overall, our services can help you build a skilled and engaged workforce, improve performance, and drive business outcomes through effective learning and development initiatives. 

What is L&D?

Learning and Development (L&D) is a systematic process to enhance

the skills, knowledge, and competencies of employees, ensuring they have the necessary tools to contribute effectively to organizational goals. It’s an ongoing, strategic endeavor aimed at fostering professional growth and enabling a workforce to adapt to emerging challenges and opportunities.

Why it is necessary?

Ensures employees’ skills evolve in tandem with the company’s strategic direction, maintaining a competitive edge in the market.

Increases job satisfaction, morale, and retention among employees by providing growth and advancement opportunities.

Prepares the workforce for change by equipping them with the skills to handle new technologies, processes, or market conditions.

Strengthens internal talent pools for future leadership roles, ensuring long-term stability and leadership continuity.

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Common roadblocks

Undefined Goals: Initiatives not tied to specific business outcomes, making it difficult to measure effectiveness or ROI.

Neglecting Follow-Up: Failing to reinforce learning post-training, which can result in a quick decline of newly acquired skills.

Inadequate Resource Allocation: Insufficient allocation of time, tools, or budget to support ongoing learning and development efforts.

Misalignment with Current Needs: Training programs that do not align with the current or future skill requirements of the organization can lead to a waste of resources and missed opportunities for growth.

Solution

Our tailored people analytics solutions transform learning and development by ensuring alignment with strategic objectives, fostering skill development that propels your organization forward, and maximizing ROI from training investments.

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The result

INCREASED ROI

Quantifiable improvements in training outcomes, directly correlating to an uptick in productivity and business results.

DATA-DRIVEN DECISIONS

Empowerment of management with data insights to make informed decisions about L&D investments and initiatives.

ENHANCED SKILLS INVENTORY

A comprehensive map of available skills within the organization, revealing gaps and facilitating targeted development programs.

OPTIMIZED TRAINING PROGRAMS

Refinement of training programs based on data analysis, leading to more effective learning experiences.

STRATEGIC SKILL ALIGNMENT

Alignment of individual employee growth with organizational goals, ensuring that L&D efforts contribute to the company’s strategic direction.

What we offer

SKILL MAPPING AND ANALYSIS

Thorough examination of existing skills across the organization, identifying strengths, and pinpointing areas requiring enhancement.

ROI FRAMEWORK DEVELOPMENT

Construction of a robust framework to evaluate the return on investment for substantial training expenditures, ensuring financial prudence in L&D strategies.

GAP ANALYSIS AND RECOMMENDATIONS

Detailed gap analysis coupled with strategic recommendations, aimed at bridging the skill deficits and bolstering organizational competency.

LEARNING AND DEVELOPMENT​

3 526 €​

Basic

Conduct skill demand analysis.
Perform a skill inventory.

5 218 €​

STANDARD

All steps from the Basic Package. Defining KPIs relevant to the training. Developing assessment tools for pre- and post-training analysis.
Creating an ROI model for training investments.

7 897 €​

PREMIUM

All steps from the Standard Package. Execution of the assessment tools in a real-world setting. Advanced statistical analysis of training outcomes.
Reporting on findings and recommendations for further L&D activities.

WHY PEOPLE ANALYTICS

A typical customer journey starts with a consultation to scope the work needed after the project has been completed our clients can continue the partnership with one of the subscriptions.

STARTS FROM 300€ Monthly

Basic

THIS INCLUDES COMPREHENSIVE HR DASHBOARD WITH CORE KPI-S TAILORED FOR YOUR BUSINESS NEEDS.

STARTS FROM 750€ MONTHLY

STANDARD

THIS INCLUDES MORE ADVANCED ANALYTICS SUCH AS PREDICTIVE MODELING AND MULTI-LEVEL DASHBOARDS.

STARTS FROM 1500€ MONTHLY

PREMIUM

THIS INCLUDES THE HIGHEST LEVEL OF ANALYTICS WITH CUSTOMIZABLE REPORTING LAYOUT

DRILL-DOWN OPPORTUNITY AS WELL AS MONTHLY 3 HOURS OF CONSULTING.

ADD-ON SERVICES

ADD-ON SERVICES SUCH AS AD-HOC REPORTING

DATA-VISUALIZATION

DATA CLEANING ARE PRICED BASED ON TIME AND MATERIAL.

DOWNLOAD OUR PRICING GUIDE AND LEARN MORE.

WHY IS LEARNING AND DEVELOPMENT IMPORTANT?

Learning and development are crucial for employees in a business for several reasons: 

 

Enhancing Skills and Knowledge: Learning and development programs provide employees with opportunities to acquire new skills, knowledge, and competencies relevant to their roles. Continuous learning helps employees stay up-to-date with industry trends, advancements, and best practices, ensuring they possess the necessary expertise to perform their jobs effectively. 

 

  1. Improved Job Performance: By investing in learning and development, employees can enhance their job performance. They gain new tools, techniques, and strategies that enable them to be more efficient, productive, and innovative in their work. This, in turn, contributes to improved individual and team performance and helps the business achieve its objectives.

 

  1. Adaptation to Change: L&D also helps employees adapt to changes in the business environment. In today’s dynamic and fast-paced world, organizations constantly face technological advancements, market shifts, and evolving customer expectations. Learning programs enable employees to develop the agility, flexibility, and resilience needed to embrace change and navigate new challenges effectively.

 

  1. Employee Engagement and Satisfaction: Providing L&D opportunities demonstrates an organization’s commitment to employee growth and career advancement. When employees feel supported in their professional development, they are more engaged, motivated, and satisfied with their jobs. Learning programs contribute to a positive work culture and foster a sense of loyalty and commitment among employees.

 

  1. Talent Retention and Attraction: Employees are more likely to stay with an organization that invests in their growth and provides opportunities for advancement. Learning initiatives also make the business more appealing to prospective candidates who value personal and professional development.

 

  1. Succession Planning and Leadership Development: By identifying and nurturing talent, organizations can groom future leaders and ensure a smooth transition when key positions become vacant. Learning programs help employees develop the skills and capabilities required for leadership roles.

 

  1. Innovation and Creativity: Continuous learning fosters innovation and creativity within the workforce. Employees exposed to diverse learning experiences are more likely to generate new ideas, think critically, and approach challenges from different perspectives. Learning programs encourage a culture of curiosity, experimentation, and continuous improvement, driving innovation and maintaining a competitive edge.

 

  1. Employee Well-being and Job Satisfaction: L&D contribute to employee well-being and job satisfaction. Employees who are given opportunities to learn and grow experience a sense of fulfillment, a higher sense of self-worth, and increased job satisfaction. It can also contribute to a sense of work-life balance and personal fulfillment.

ORGANIZATIONS CAN TAKE SEVERAL STEPS TO IMPROVE THEIR LEARNING AND DEVELOPMENT INITIATIVES

  1. Assess Training Needs: Conduct a thorough assessment of the organization’s training needs by analyzing skill gaps, performance deficiencies, and future competency requirements. This can be done through surveys, performance evaluations, and discussions with employees and managers. Identifying specific training needs helps tailor learning programs to address those gaps effectively.

 

  1. Develop a Learning Culture: Foster a culture of continuous learning within the organization. Encourage employees to embrace learning as a lifelong process and create an environment that supports and rewards ongoing development. This can be achieved by promoting knowledge-sharing, providing resources for self-directed learning, and incorporating learning objectives into performance evaluations.

 

  1. Offer Diverse Learning Methods: Provide a variety of learning methods and formats to cater to different learning preferences and needs. Offer traditional classroom training, e-learning modules, workshops, on-the-job training, coaching, mentorship programs, and access to external resources. Incorporate technology-enabled learning platforms and encourage the use of online courses and webinars to enhance accessibility and flexibility.

 

  1. Align Learning with Business Goals: Ensure that learning and development initiatives are aligned with the organization’s strategic objectives. Link training programs to the skills and knowledge required to achieve business goals and address future needs. This alignment helps employees see the relevance and value of their learning efforts in contributing to the overall success of the organization.

 

  1. Provide Leadership Support: Leadership support is crucial for effective learning and development. Leaders should actively champion and participate in learning initiatives, communicate the importance of continuous development, and allocate resources to support learning programs. This support sets a positive example and encourages employees to prioritize their own growth and development.

 

  1. Encourage Collaboration and Knowledge Sharing: Foster a collaborative learning environment where employees can learn from each other’s experiences and expertise. Encourage knowledge sharing through team projects, cross-functional collaboration, mentoring programs, and communities of practice. This promotes a culture of learning and creates opportunities for peer-to-peer learning and professional growth.

 

  1. Evaluate and Measure Effectiveness: Regularly evaluate the effectiveness of learning and development programs to ensure they are achieving their intended outcomes. Use metrics such as employee feedback, performance improvements, knowledge assessments, and business impact analysis to measure the effectiveness of training initiatives. Collect and analyze data to make data-driven decisions and continuously improve the learning programs.

 

  1. Support Career Development: Integrate learning and development with career development opportunities. Provide employees with clear career pathways, support their professional growth through targeted development plans, and offer opportunities for job rotations, stretch assignments, and promotions. Linking learning to career advancement enhances employee engagement and motivation.

HOW PEOPLE ANALYTICS CAN HELP WITH LEARNING AND DEVELOPMENT

People analytics can play a valuable role in enhancing learning and development initiatives within organizations. Here’s how people analytics can help: 

 

Identifying Skill Gaps and Learning Needs: People analytics can help identify skill gaps and learning needs within the organization. By analyzing employee performance data, competency assessments, and learning history, organizations can identify areas where employees may require additional training or development. This data-driven approach ensures that learning programs are targeted and aligned with specific skill gaps and organizational needs. 

 

Personalizing Learning Experiences: People analytics can also enable personalized learning experiences for employees. By analyzing individual employee data, such as learning preferences, career aspirations, and performance patterns, organizations can tailor learning programs to meet individual needs. This personalization enhances the relevance and effectiveness of learning initiatives, increasing employee engagement and knowledge retention. 

 

Measuring Learning Effectiveness: It allows organizations to measure the effectiveness of learning and development initiatives. By tracking metrics such as training completion rates, knowledge assessments, and post-training performance improvements, organizations can assess the impact of learning programs. This data helps evaluate the effectiveness of different training methods and content, enabling continuous improvement in learning initiatives. 

 

Predicting Learning Outcomes: By analyzing historical data and leveraging predictive modeling techniques, organizations can estimate the impact of learning initiatives on employee performance, engagement, and retention. This insight allows for strategic planning and resource allocation to maximize the return on learning investments. 

 

Identifying High-Potential Employees: By analyzing employee data such as performance, career progression, and competencies, organizations can identify individuals with the potential to take on future leadership roles. These employees can be provided with specific learning opportunities to nurture their skills and prepare them for future responsibilities. 

 

Assessing Learning Program ROI: By linking learning data with business outcomes, organizations can measure the impact of training on key performance indicators, such as productivity, employee engagement, and customer satisfaction. This data helps justify the investment in learning initiatives and guide decision-making for future learning investments. 

 

Tracking Learning Progress and Compliance: People analytics can also track and monitor employees’ learning progress and compliance with mandatory training requirements. By analyzing learning data, organizations can ensure that employees complete required training within specified timelines. This helps maintain compliance with regulations, industry standards, and organizational policies. 

RISK IF LEARNING AND DEVELOPMENT ARE NEGLECTED

Neglecting learning and development initiatives within a company can have detrimental effects on its overall performance and long-term success. Without investing in employee growth, businesses face several risks and negative consequences. One of the significant risks is the emergence of skill gaps and inadequate competencies among employees. Without ongoing learning opportunities, employees may not acquire the necessary skills to meet evolving job requirements, hindering productivity and the ability to deliver high-quality products or services. 

 

Furthermore, organizations that fail to prioritize learning and development risk becoming stagnant and unable to adapt to changing business environments. In today’s fast-paced markets, companies need to stay agile and responsive to new technologies, market trends, and customer demands. Without continuous learning initiatives, companies may face difficulties in remaining competitive and may experience a decline in market share. 

 

A lack of investment in learning and development can also lead to employee disengagement and demotivation. When employees perceive limited opportunities for growth, they may become disengaged, leading to decreased job satisfaction and increased turnover rates. In a competitive job market, employees seeking professional development opportunities are more likely to leave organizations that do not prioritize their growth and development. 

 

Moreover, neglecting it can result in inefficiency and reduced productivity. Without access to the latest knowledge and skills, employees may rely on outdated practices and inefficient methods, hindering their ability to perform tasks effectively. This can have a direct impact on overall productivity and business performance. Additionally, the absence of learning and development initiatives hampers the development of future leaders within the organization. Without a pipeline of skilled and prepared leaders, companies may struggle to fill critical leadership positions, hindering long-term succession planning and organizational stability. 

 

By neglecting these initiatives, companies miss out on opportunities for employees to explore new ideas, challenge existing processes, and contribute to innovative solutions. This can hinder the organization’s ability to innovate and adapt to changing market conditions. 

 

All in all, neglecting learning and development initiatives in a company poses risks such as skill gaps, lack of adaptability, employee disengagement, talent attrition, reduced productivity, limited leadership pipeline, lack of innovation, and missed growth opportunities. To mitigate these risks, organizations should prioritize learning and development as an integral part of their business strategy, fostering a culture of continuous learning to enhance employee skills, engagement, and long-term success.

SKILL MAPPING IS IMPORTANT FOR SEVERAL REASONS:

Talent Management: Skill mapping enables organizations to effectively manage their talent pool. By understanding the skills and competencies of employees, organizations can strategically deploy and allocate resources to projects or roles that align with individual strengths. It helps identify potential candidates for leadership positions or special assignments, enabling better talent utilization and succession planning. 

 

Workforce Planning: Skill mapping plays a vital role in workforce planning and development. It allows organizations to assess whether they have the necessary skills and capabilities to meet current and future business needs. By identifying skill gaps, organizations can plan and implement targeted learning and development programs to address those gaps and ensure a skilled workforce that can adapt to changing demands. 

 

Career Development and Pathways: It helps employees identify potential career paths and growth opportunities within the organization. By understanding their current skill sets and the skills required for desired roles, employees can proactively develop the necessary competencies and knowledge to progress in their careers. Skill mapping enables organizations to provide guidance and support to employees in their career development journeys. 

 

Succession Planning: By identifying employees with critical skills and competencies, organizations can identify potential successors for key positions and ensure a smooth transition when vacancies arise. It helps mitigate the risk of talent shortages and ensures continuity in critical roles within the organization. 

 

Training and Development: By identifying skill gaps, organizations can create customized learning initiatives that address specific areas of improvement. Skill mapping ensures that training efforts are focused and aligned with the skill needs of employees, maximizing the impact of learning interventions. 

 

Recruitment and Selection: Skill mapping can also assist in the recruitment and selection process by providing a clear understanding of the skills and competencies required for specific roles. It helps organizations identify the skills they need to prioritize when recruiting new talent and enables them to make informed decisions during the selection process, ensuring a better match between candidate capabilities and job requirements. 

 

Organizational Agility: It enhances organizational agility by enabling organizations to quickly identify and respond to skill gaps and emerging skill needs. It helps organizations proactively address changing business requirements, industry trends, and technological advancements by aligning skill development initiatives with evolving demands. 

SOME GOOD EXAMPLES OF COMPANIES WHO HAVE VERY WELL EXECUTED LEARNING AND DEVELOPMENT OPPORTUNITIES FOR EMPLOYEES

Several companies are known for their well-executed learning and development opportunities for employees. Here are a few examples: 

 

Microsoft: Microsoft has a strong learning culture and invests heavily in employee development. The company provides employees with access to a vast range of internal training programs, certifications, and resources. Microsoft also offers a learning platform called Microsoft Learn, which provides online training courses and certifications to help employees build technical skills.  

 

WHAT IS MICROSOFT VIVA EXACTLY? 

Microsoft Viva is an employee experience platform that provides various tools and features to support learning and development in organizations. Here are some ways in which Microsoft Viva supports learning and development: 

 

Viva Learning: Viva Learning is a centralized platform within Microsoft Teams that brings together learning resources from various sources, both internal and external to the organization. It provides employees with a personalized learning experience, offering access to training courses, e-learning modules, videos, articles, and other learning materials. Employees can discover, share, and track their learning progress directly within the Teams environment. 

 

Integration with Learning Management Systems (LMS): Viva Learning integrates with popular learning management systems, enabling organizations to leverage their existing learning content and infrastructure. This integration allows employees to access and consume learning content seamlessly through the Viva Learning interface. 

 

Skills and career development: Viva Insights, another component of Microsoft Viva, provides insights and recommendations for skills development and career growth. It analyzes data from various sources, such as calendar, email, and Teams interactions, to provide personalized recommendations on courses, training, and learning resources that align with individual career goals. 

 

Knowledge sharing and collaboration: Viva Connections, a part of Microsoft Viva, facilitates knowledge sharing and collaboration within organizations. It provides a customizable employee app home page that can include learning resources, knowledge articles, and other relevant content. This allows employees to discover and share expertise, contribute to knowledge repositories, and engage in continuous learning through collaboration. 

 

Personalized learning experiences: Microsoft Viva leverages artificial intelligence and machine learning capabilities to deliver personalized learning experiences. It can provide targeted learning recommendations based on an employee’s role, interests, and previous learning activities. This helps employees access relevant and timely learning content that supports their professional growth and development. 

By incorporating these features, Microsoft Viva aims to enhance learning and development opportunities for employees, foster a culture of continuous learning, and support organizations in building a skilled and resilient workforce 

 

 

Google: Google is renowned for its robust learning and development programs. The company offers a wide range of resources, including Google University, which provides employees with access to various learning initiatives, such as workshops, classes, and online courses. Google’s “Googler-to-Googler” program encourages knowledge sharing and peer-to-peer learning, where employees teach and learn from one another. 

 

 

IBM: IBM has a comprehensive learning and development framework called “Your Learning.” It offers a wide range of learning options, including traditional classroom training, virtual courses, online modules, and self-paced learning. IBM also encourages continuous learning through initiatives like the “My Learning World” platform, where employees can access personalized learning recommendations and resources. 

 

Airbnb: Airbnb emphasizes continuous learning and development through its “Airbnb University.” The company offers a variety of training programs and resources to support employee growth and skill development. Airbnb University provides both in-person and online learning opportunities, including leadership development programs, skill-building workshops, and on-demand learning resources. 

 

Deloitte: Deloitte is known for its focus on employee development. The company offers a comprehensive learning platform called Deloitte University, which provides various training programs, virtual classrooms, and resources for professional growth. Deloitte’s learning initiatives emphasize a blend of technical and soft skills development to equip employees with the capabilities needed for success. 

 

Salesforce: Salesforce places a strong emphasis on learning and development. The company offers the “Trailhead” platform, which provides interactive online learning modules and badges to help employees develop Salesforce-specific skills. Salesforce also offers various learning paths, certifications, and ongoing training to support career growth and skill enhancement.