There are numerous reasons for tracking and reporting e-learning, many of which are driven by the enterprise learning strategy and the role that e-learning plays in that strategy. Several examples illustrate why this information can be so critical. Measurements from online assessments and certification examinations provide evidence that employees are developing skills critical to the organization, such as improving customer service, fast launch of new products and services, application of new systems and business processes, sales force knowledge of products and services, and leadership development. Data on e-learning course completions can indicate that employees are in compliance with legal and regulatory mandates, as seen in the healthcare and accounting professions. Income generated as a result of customer and partner use of e-learning can be tracked. e-Learning usage can provide market intelligence, for example indicating which e-learning courses are used by potential customers. Data applicable to performance management can provide information used in year-end evaluations and discussions between manager and employee regarding development needs. Information on e-learning courses linked to organization competencies provides insights for human capital management and identifies competency gaps. Usage data can provide justification for the investment in e-learning courseware and/or infrastructure. Evaluation data can validate the effectiveness and efficiency of e-learning compared with a classroom learning approach.
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