4% - that's the percentage of large-scale learning programems that reached the measurement stage last year. Evaluating personalised learning is even harder, with so many unique learning paths to consider.
L&D teams need to take a strategic approach, focusing on meaningful data and aligning evaluation methods with business goals. Here's how to get started.
Reading time: 5 minutes
Just 4% of large-scale learning programmes reached the measurement stage in the last year, highlighting just how difficult it is for organisations to evaluate the effectiveness of their training initiatives. And when it comes to assessing what matters most to the business – skills gains, behaviour changes, and overall value – this challenge only intensifies.
Evaluating personalised learning can feel even trickier, with so many unique learning paths and outcomes to consider. From one-on-one mentoring sessions to adaptive learning technologies and social learning initiatives, these varied approaches require a fresh perspective on assessment.
For effective evaluation, L&D teams need to take a more strategic approach, focusing on meaningful data and aligning evaluation methods with both organisational goals and learner needs. By doing so, you can more effectively measure impact, demonstrate value and shape the future of personalised learning in a way that truly supports your organisation’s goals.
So where to start? Read on to discover how to effectively evaluate personalised learning in your organisation, from understanding existing initiatives to implementing a structured evaluation approach.
1. Review existing personalised learning activities
Before getting into the details of planning your evaluation, start by mapping out the different types of learning experiences already happening across the organisation. By taking a comprehensive approach, you’ll get a clearer sense of your current personalised learning landscape and be in a stronger position to plan an effective evaluation.
Gather information from a range of sources. Look through training records, programme documents and learning management systems to identify personalised learning initiatives already in place. It’s also useful to speak with team leaders and department heads who can share specifics on the activities their teams are engaging in. You might consider holding focus groups or discussions with employees from various departments to gather firsthand perspectives on what’s working and any suggestions they may have.
Once you’ve collected this information, start grouping activities based on the types of personalised learning they represent. For example, you could group individualised training plans separately from adaptive learning technologies. Social learning activities, like peer coaching or collaborative projects, could form another category, while formal mentoring programmes might stand alone. Finally, include project-based or experiential learning opportunities to complete the picture.
This structured approach helps you identify any gaps, overlaps, or areas for improvement in your current personalised learning.
2. Define clear evaluation goals
You likely have clear goals for evaluating formal learning programmes, but for personalised learning, these often need refining. With its many types, often informal and unrecorded, setting evaluation criteria can feel tricky.
Instead of attempting to evaluate everything, focus on the aspects most relevant to your organisation’s priorities. Here are some factors to guide your approach:
Stakeholder influence: If you’re looking to secure support from business managers or senior leaders, areas like learner satisfaction and behaviour changes can be especially impactful. Highlighting how personalised learning boosts engagement and supports performance will resonate with those focused on tangible outcomes.
ROI reporting: If proving the financial impact is essential, concentrate on metrics like skills gains, productivity increases and cost savings. This approach helps to show the value of personalised learning initiatives and can support future budget requests.
Specific challenges: Consider your organisation’s unique challenges. If there’s a particular skills gap is impacting retention, such as communication or leadership, prioritise metrics related to behaviour changes and how they impact engagement.
Resource availability: Be mindful of resources such as time, budget and people. If resources are tight, focusing on a few key evaluation areas rather than stretching thin can still provide meaningful insights.
By identifying and prioritising evaluation areas that fit your organisation’s needs, you can develop a more focused, practical assessment strategy. This approach makes the process more manageable and ensures you’re gathering data that truly supports your goals.
3. Map out your evaluation methods using a matrix
With your evaluation goals in place, it’s time to create an evaluation matrix. This tool will help you visualise how to assess different types of personalised learning effectively, making it easier to choose methods based on your goals.
Here’s a simple outline to get you started:
| Personalised learning types | Evaluation methods | Adjustments needed |
| Individualised learning | Surveys, knowledge assessments | Tailor surveys to gather specific feedback on individual experiences. |
| Adaptive learning | Data analytics, performance metrics | Leverage software analytics to track progress and adjust evaluations based on user interaction patterns. |
| Social learning | Group feedback, peer evaluations | Foster a culture of open communication to encourage comprehensive feedback and participation. |
| Coaching/mentoring | Feedback from mentors and mentees, skill assessments | Focus on qualitative feedback to understand relationship dynamics and learning outcomes. |
| Project-based learning | Project assessments, presentations, self-reflections | Incorporate peer reviews to evaluate collaborative efforts and the learning process. |
As you work with this matrix, consider how each evaluation method can be applied to suit your organisation’s needs and the specific learning experiences in place. You may find that some approaches work well across multiple types of personalised learning, while others might need to be fine-tuned for a more targeted assessment. Think of this matrix as a template, helping you keep your evaluation efforts focused and impactful.
4. Implement your chosen evaluation methods
Start by sharing your evaluation matrix with all relevant stakeholders to ensure everyone understands its purpose and role. Engaging key team members early on fosters ownership and encourages collaborative evaluation efforts.
Next, clearly define roles and responsibilities. A RACI matrix (Responsible, Accountable, Consulted, Informed) can be a helpful tool here. Who is ultimately accountable for the outcomes? Who will handle tasks like data collection, analysis and reporting? Who will be consulted or informed? This clarity streamlines the process and keeps everything on track.
Incorporating technology can significantly elevate your evaluation efforts. Use tools like your learning management system (LMS) or data analytics software to automate data collection and tracking, enabling real-time monitoring of learner progress and engagement. You can also use platforms to gather feedback directly from learners and facilitators, making the data-gathering process more efficient.
As data starts coming in, schedule regular check-ins to review progress and address any challenges. This allows for adjustments to evaluation methods, ensuring they stay aligned with organisational goals. Taking an iterative approach, where feedback from each cycle informs the next, helps create a continuous improvement loop.
Finally, plan to share insights and outcomes with the broader team. Visual dashboards can be a great way to present findings clearly, highlighting successes and areas for improvement. This encourages ongoing engagement in refining personalised learning initiatives.
Final thoughts
Evaluating personalised learning is essential for ensuring that these initiatives genuinely meet the diverse needs of your learners and drive your organisation’s goals. Although the process can feel complex, using a structured evaluation matrix and targeted methods makes it far more manageable.
As personalised learning evolves, the need for effective evaluation will grow. By building the right strategies and tools into your approach now, you’re not only setting up today’s programmes for success but also paving the way for a future where personalised learning drives real impact.
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