The role of the learning measurement analyst is often mysterious and hard to define. Find out from current KnowledgeAdvisors employees what it takes to be a learning analyst and/or what you should seek when hiring one.

1. The Role of the Learning
Measurement Analyst
Moderator:
Kendall Kerekes
Panelists:
Danny Brown
Andy Chandarana
John Mattox
Shawn Overcast
March 6th, 2012
9:45 – 10:45

2. Panel Objectives
 Provide attendees with a comprehensive
perspective about the knowledge, skills
and support that learning measurement
analysts need to be successful
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3. How?
 KnowledgeAdvisors has convened a panel
of current employees who helped develop
or had roles within corporate learning and
human capital analytics groups; most were
former clients.
 Through a question and answer session,
the panelists will share their insights and
experiences.
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4. Visualizing the Life of an Analyst
Credit where credit is due…
The next series of slides were created by Elisabeth
Fosslien and used with credit attributed:
http://fosslien.com/analyst/
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5. The Learning Curve
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6. The (Symposium) Motto
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7. The “Balance”
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8. The Job Description Generator
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9. The Mindset
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10. Measurement Sustainability Model
• Strong leadership for driving measurement
1 with governance to support it.
• Culture supports and drives • Roles and accountabilities for
8 metrics are defined with
need for standards and common 2 consistent expectations on
talent development processes
and measurement what should be measured.
3
• Strong desire to use the data for • Broad base of skills in
decision making analytics and measurement
7 • Maturity in how data is reported and
3 and strong capabilities in
used to improve end to end talent end-to-end measurement
processes methods
• Established and consistent
• Standardization for a consistent
6 and single point of analytics with 4 processes, technologies and
Processescommunications for
integration to and from feeder
measurement
systems
Standards,
• Standards have been created for data collection
5 • Data integrity exists Tools
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11. Evaluator Competency Model
Interpersonal Skills
 Communication Skills
 Stakeholder Relationships
 Reflective Practices
Business and Technical Skills
 Professional Practice
 T&D Process
 Performance Consulting
Foundations
Evaluation Planning
 Project Management
 Systematic Inquiry
 Situational Analysis
Evaluation Implementation
 Instrument Design
 Data Analysis
 Data Reporting
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12. Our Panel
 Danny Brown
 Andy Chandarana
 John Mattox
 Shawn Overcast
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13. Danny
 18 years of private, public, and non-profit workplace learning and
performance experience
 After teaching high school math, started work as an Air Force
contractor delivering safety & employee effectiveness training and
began the quest for measurement of training programs
 At ASTD headquarters, managed the ROI Network
 Then at Sprint Nextel, as the learning analytics lead, responsible
for the measurement & evaluation process using Metrics that Matter
AJT & Associates ROI Network Sprint University
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14. Andy
 Human Capital Measurement Consultant:
5 years as a Consultant and 2 years in HR
1-1/2 yrs establishing the
2 yrs benchmarking everything
Human Capital Measurement
but HR (Fin/Acct, IT, SC, etc.)
group (Center of Excellence)
2 yrs benchmarking HR and
6 mo. in L&D designing and
working on Employee Surveys
delivering new courses for
and HR Metrics/Scorecards
corporate audiences
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15. John
 Experience: 12 years evaluating corporate training
programs, setting measurement strategy, and leading
measurement groups at Arthur Andersen,
PricewaterhouseCoopers and KPMG
3 FTEs 3 – 4 FTEs
Team of (2) Managers Assoc Dir
35 Senior Manager
Evaluators 3 - 5 temps Senior
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16. Shawn
 Supported consistent performance analysis and
evaluation practices, focusing on leadership
development and culture change, design and
development of high-visibility programs, and measuring
the effectiveness and impact of these programs
 Led the formation of and managed the learning &
performance analytics function, including analysis in the
areas of talent development, performance
measurement, and alignment to goals & measures
 Ever-interested in the capability development of
evaluation practitioners, she has presented and
published on the topic, and is a founder of the LinkedIn
special interest group, Evaluator Thought Partners
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17. Questions
 What is the purpose of the learning measurement analyst
for L&D?
 What are the most important tasks (and/or responsibilities) that the
measurement person fulfills?
 To achieve what end (e.g., justify existence, demonstrate value, support
data-driven decisions)?
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18. Questions
 What Knowledge, Skills and Abilities are required for the
role?
 What other performance support is necessary or helpful to accomplishing
the tasks/responsibilities referenced above (e.g., tools, technology,
process)?
 What support does the analyst need from his / her boss to be successful?
The organization?
 What factors in the industry have impacted the role?
 How does it impact the role?
 What can L&D analysts do to prepare themselves for the role?
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19. Scoping
CXO
“Hey, I have a question.”
CLO
“Hey, we need to answer the CXO’s question.”
Director of L&D
“Hey, here are some ideas on how to answer the CXO’s question.”
Manager of L&D
“Hey Analyst, analyze some data on this idea on how to answer the CXO’s question”
L&D Analyst
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20. Analysis
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21. Reporting/Presentation
L&D Analyst
“Hey, here’s that project you asked for.”
Manager of L&D
“Hey, awesome. I’ll add some commentary.”
Director of L&D
“Hey, awesome. I’ll turn this into a slide show.”
CLO
“Hey, here is a slide show answering that question you asked.”
CXO
“Huh? Oh, we decided to go in a different direction. Anyways, I have a question.”
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22. Contact information
 Kendall Kerekes:
kkerekes@knowledgeadvisors.com
 Danny Brown:
dbrown@knowledgeadvisors.com
 Andy Chandarana:
achandarana@knowledgeadvisors.com
 John Mattox:
jmattox@knowledgeadvisors.com
 Shawn Overcast:
sovercast@knowledgeadvisors.com
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