How to measure success using a corporate training app

Background about corporate apps

An emerging area in the booming enterprise app marketplace is in the need for corporate training apps. These can be both internally for Human Resources departments of large corporations as well as training companies offering professional development services.

For HR departments in particular, the prospect of digital professional development tools are an attractive proposition because they sit alongside other increasingly digital-focused roles of a Human Resources manager. Time card management, talent management and getting content on tablet devices is becoming increasingly expected as tablet ownership reaches saturation point.

As a result, there are now a number of app developers working in this space offering training apps to those who require them, YUDU included. Naturally, both HR departments and clients expect to have real, measurable ways of assessing the success of these products, as well as tracking ways, using data, in which their own content can be improved.

Importance of assessing success with a corporate training app

This all goes without saying of course, but it’s worth noting this is of particular importance in the HR space because tight-budgets demand demonstrable metrics to both determine levels of engagement and success once the initial investment has been made. Without clear aims, simply making sense of the product’s role within your existing professional development framework could be a headache.

As a result, an internal analytics package is an absolute must when accompanying any kind of corporate training app. Specifically metrics that assess engagement with particular kinds of content, like clickthroughs on links or videos, average or aggregate lengths of time spent on particular pages within a training manual and so on are vital to this. Every HR manager or manager of a professional development firm needs to be well acquainted with these metrics and monitor them closely.

As some general best practice rules the above should:

  • Arrange regular meetings between the content creators (i.e. the publishers of their material and the editors) and whoever has responsibility over monitoring the analytics.
  • If you are a HR department, identify key targets you want to improve upon prior to implementing the app. Do you have any internal standardized tests for example? These can be a useful tool for seeing whether employees are becoming better acquainted with the material you want them to learn.
  • Maintain regular correspondence between developers, yourselves and your target market (employees of your own company or clients) to generate feedback loops in order to improve both the training materials themselves and the digital content they sit in.
  • Always bookmark prior datasets whenever a major change within the training app is made (i.e. new content is introduced) to see its effects. Your aim should be to streamline material as much as possible, canning redundant content or removing content that employees are not engaging with entirelyso that employees do not see using it as a laborious timesink.

It’s not controversial to state that professional development material, especially internal material in large corporations, isn’t the most popular past-time for employees. So look at your training app as a way of potentially increasing engagement first and foremost.

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