I wrote an 11-page critical analysis of learning analytics in relationship to learning in the workplace, and focused on the LMS 360 Learning as an example; a project as part of my MET degree.

Instead of including the whole paper here, I have my key findings and analysis shared in a presentation format (PDF). The abstract from the analysis (what it’s about) is below:

There is a growing need to offer professional development and skill training to support employees in their current role and prepare them, and workplaces, for future growth. In many industries we are seeing a renewed focus on company culture, which is powered by learning and development (L&D) (LinkedIn Learning, 2022, p. 11). It has become clear that providing employees opportunities to learn and grow is an efficient and valuable way to initiate engagement and retain top talent (LinkedIn Learning, 2022, p. 11). It is imperative to implement a learning management system (LMS) with learning analytic (LA) components that can support an organization’s current and future technological and pedagogical needs (Redmond et al., 2020, p. 6). Learning analytics that are offered in systems widely vary in data retrieval methods, presentation, experience design and integration. For this assignment, I shortlisted three LMSs with LA based on their capabilities and selected to focus on one corporate LMS; 360Learning.

Through this analysis, I sought to answer the question of what learning analytic components are ideal to have within an LMS to measure learner engagement and retention.