Currently, budgets for education and training are stagnating or even shrinking in many organisations. In addition, HR departments are confronted more and more with questions about the contribution of their departments to the overall success of the company. To provide credible and acceptable answers to these questions, a systematic controlling of training and education activities, also known as training analytics, is needed.

Internal training and education departments need to manage the following needs successfully:

• Content and service offerings need to be aligned to the training needs
• Training and education offerings have to be made available quickly
• Provision of training and continuing education services need to be reliable
• The resources required for training services need to be made transparent
• The success achieved at different levels needs to be documented
• A good cost-benefit ratio needs to be achieved

The IMC way of realising training analytics is based on a proven reference model comprising the following steps:

• Definition of guidelines for training analytics / Controlling of continuing education
• Identification of relevant stakeholders and securing their commitment
• Definition of clearly identified, realistic goals supported by all stakeholders
• Definition of a strategy for rolling out training analytics
• Identification of key success factors for corporate training and of their causal relationships
• Identification of meaningful statistics and performance indicators related to training activities, roles and the development of scorecards
• Indication of the availability of statistical data and performance indicators in existing IT-systems and requirements for their transfer and use
• Establishing routines for taking measurements, for calculating statistics and indicators, for interpreting results and for acting on them as integral part of corporate learning management processes