Learning Analytics

What we offer you?

In reference to Service Offerings, our goal remains to focus our work on:

• Cognitive service to support and guide people transformation,
• Analytical support of data processing associated with communities of people and learning,
• Support with workshop for custom design solutions (Design Thinking),
• Development of tool based on Gamification and Machine Learning / IA techniques to accelerate or reinforce the dynamics of learning

What benefit they bring?

Contribute to personal development of your employees and the creation of value ‘success

Cognitive service provides an opportunity for the tutors to receive feedback on contextualized facilitation about people transformation (re-evaluate experiences, provide guidance, promote conversations and reaching agreement). The tutors need to make decisions on conscious choice about written or no written communications. Making good choices leads to creating an environment of emotional and psychological protection that facilitates the cognitive complexity of the different form of facilitation (MOOC, supporting collaborative reflection, networking and e-coaching).

Gamification and User Behavior in Online Communities, focus on new business opportunity

EmployID Consulting Network provides the possibility to add a Gamification and User behavior plugin to the Learning Social Platform based on our Dynamic Social Network Analysis model. That allows users to make their learning more dynamic and attractive, thus facilitating a better acquisition of knowledge and an assumption of good practices derived from learner behavior capture during the process.

Dynamic Social Network Analysis Conceptual work being currently undertaken aims to bring together Social Network Analysis and Content Analysis in an evolving environment in order to analyze the changing nature and discontinuities in a knowledge development and usage over time. Such a perspective would not only enable a greater understanding of knowledge development and maturing within communities of practice and other collaborative learning teams, but would allow further development and improvements to the (online) working and learning environment. The methodology is based on various Machine Learning approaches including content analysis, classification and clustering (Yeung, K. Y. and Ruzzo W.L., 2000) and statistical modelling of graphs and networks with a main focus on sequential and temporal non-stationary environments (Mc Culloh, I. and Carley, K. M., 2008). To illustrate changes of nature and discontinuities at the level of social network connectivity and content of communications in a knowledge maturing process “based on the assumption that learning is an inherently social and collaborative activity in which individual learning processes are interdependent and dynamically interlinked with each other: the output of one learning process is input to the next. If we have a look at this phenomenon from a distance, we can observe a knowledge flow across different interlinked individual learning processes. Knowledge becomes less contextualized, more explicitly linked, easier to communicate, in short: it matures.” (Maier, R. and Schmidt A., 2007).

Games have ceased to be something exclusive for children. More and more adults are attracted to games of all kinds. If in the beginning the gamification industry was focused mainly on video games, nowadays there have appeared countless sub-niche market that take advantage of this trend to ensure this potential business grow even more.

Through the game, the organization manages to motivate employees through incentives and prizes, allowing them to be involved, bringing them closer to the organization’ needs and thus guaranteeing the quality of the service/product provided.

The implementation of Gamification helps to foster creativity and innovation, educate and promote human talent through identity transformation. Gamification, in addition to transforming unattractive tasks into stimulants, allows us to measure concrete actions.

The main advantages of Gamification are:

Content Level

• Boosting performance generating playful, dynamic and practical contents.
• Increase the effectiveness of the content by presenting it in a more agile and understandable way.

User Level

• Gain self-confidence and self-esteem by acquiring good practices through the simulation of practical cases and exchange of experience.
• Improve transformation identity by increasing the interest, motivation and loyalty of the recipients of learning.

The proposed solution within our offering service consists of reworking and adapting the structure of online working and learning with the aim of converting the diffusion of plain and unidirectional content, mandatory and therefore uninspiring into an exciting and attractive experience and thus get engagement and motivation by user.

The success of gamified contents in On-line communities is guaranteed by both intrinsic motivations (feeling of belonging, status, competition, instant gratification and productivity) and extrinsic motivations (financial reward, training).

The delivery of medalls/badges can be used with specific objectives of the socialization model, tactical elements that dynamize in participation practices and in particular:

• as a reward to encourage the learner’s continuous commitment in order to develop their skills and abilities (delivery of badge for the first publication of content or for the learners who have published the most or generated new connections during a specific period),
• as a mechanism to foster identity and the creation of a reputation among the learners within the learning community (the learner with the most badges in one type of skill or competence has the best reputation),
• contributing to the creation of learning communities giving each learner the possibility to identify their colleagues with similar interests and help each other in the development of their skills and abilities,

Deliveries of badges have the following advantage over the scoring system. The application of score can be counterproductive and generate a perspective of emotional imbalance, particularly on motivation, by new leaners (having very few points in comparison to the most long-term learners). The delivery of badges normalizes this effect to be qualitative and generates immediate stimuli in the short term.

Conceptually, a gamification ranking is generated from a list of challenges based on an established participation criterion (access, contribution, roles, etc.) and score with stars and reward with badges/medals calculated from the engagement user metrics that can produce our model as defined above. Basically to build them, we employ clustering analysis to identify the different group of learners, semantic model with rules combined with dynamic feature binning to label on line communities users with their role and also understand the dynamic changes of nature and discontinuities at the level of social network connectivity.

The visualization of the metrics versus the best and similar ones is favorable to the dynamization of the participation.

From the dashboard can be added an early warning system on monitoring period to allow tutors to identify patterns and trends keeping users on–track, detecting early enough users in unsatisfactory progress which could alter their identity transformation process (see Figure above).

Figure: Dashboard with gamification and early warning system

Synergetic team composition and facilitation / reflection content analysis

An organization is considered synergistic when the management bodies that compose it cannot perform a certain function without depending on the rest of the members that are part of that organization. It is therefore important to look at how work teams complement each other’s strengths and opportunities for improvement, in order to optimize results when teams begin to work together. The goal is to compose teams to be both proficient (covers the required competences) and congenial (balances gender and psychological traits) using data collected from the different forms (Facilitation, MOOC, interview, meeting, etc..) and analyzing comments written by these persons with Personality Insight Cognitive Service.

Transforming Organization with chatbot channels

A chatbot is a computer program that simulates having a conversation with a person by providing automatic answers to questions asked by the user. However, they are also used to make inquiries, manage information and even to answer any questions or problems. The benefits of chatbots are many and varied: they improve the quality of service, reduce the time for consulting service requests, optimize the information by offering a specialized service and they are very flexible.

The Chatbots are mainly used for low-level, repetitive question and task, which free up support team to focus its efforts answering to much higher value requests.

Chatbot service can be integrated across numerous channels to increase interactions between participants such as Web site, Emails app, Facebook messenger, Skype, etc.

Improve your employment engagement

Companies waste money on recruiting and still lose talent because they haven’t really kept up with employees’ needs. We can’t stop employees from leaving unless we have an action plan to change their mind. A comprehensive and robust methodology has been developed to measure and improve retention. This methodology is based on various Machine Learning approaches, and statistical modelling of graphs and networks with a main focus on sequential and temporal non-stationary environments.

Which companies may be interested?

Companies and Organizations which are interested in rethinking it vision on human Resources as an “Intelligent Platform” and implementing analytical approach into their workforce management process, strategies and operations.