Analytics

SNAPSIM™ L&D Analytics can help you to measure value added by the HR function. The purpose of this end-to-end analytics and reporting solution – built on Microsoft Power BI – is to help organizations discover useful HR insights for strategic decision making. 

SNAPSIM™ L&D Analytics collects data on how employees learn and how they apply new know knowledge and skills. It enables HR professionals to make data-driven decisions to attract, manage, and retain employees. It helps leaders make decisions to create better work environments and maximize employee productivity.

14 reports | 108 visualisations

Analytics covers all aspects of L&D function

Analytics Demo-new-1

One-stop shop for all your L&D Analytics needs |  Can get data from multiple data sources |  Secure and reliable on Microsoft Power BI platform |  Tailored to your organizational needs |  AI-enabled to make you ready for HR 4.0

Progress in L&D

If your organisation has a L&D process in place and you don’t know what happens inside and can’t measure it, you are as one of the Mark Twain’s characters cracking nuts with the Royal Seal.

HR analytics in L&D can help you measure increase in competencies in different departments of your organisations and identify how different factors like training, coaching and motivation contribute to achieving business results.

Leadership potential

According to Gallup research, only 10% of employees can be managers. SNAPSIM™ L&D Analytics can help you to measure value added by the HR function. помогает их найти, рассчитывая и оценивая значение потенциала.
 
To identify high-potentials, you don’t need to start a new initiativ. In fact, everything is done while a cohort of employees learn in our system. The leadership potential rating is calculated automatically.

Managerial coaching

In corporate environment, learning transfer is not the most important aspect of L&D process.

SNAPSIM™ has tools that help managers become better coaches.

Узнать больше об оценке качества коучинга

Learning impact

According to the new CIPD profession mapHR professionals should measure and demonstrate value they deliver – it is considered as one of their main competencies. SNAPSIM™ L&D Analytics can help you to measure value added by the HR function. поможет вам рассчитать ценность HR функции.

SNAPSIM™ L&D Analytics can help you to measure value added by the HR function.

Learn more about learning efficiency

Employee profile

Increase in leadership competencies in organisation is the sum of individual learning results of employees in leadership training. It is important to have insights on how every individual employee learns to provide support and coaching for those who need it.

Learn more about employee profile

Testimonials of HR professionals
Raykhona Ibragimova
Raykhona IbragimovaМенеджер по C&B
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I was lucky to have found your courses. Your online platform allows to gain knowledge and skills when it is most convenient for me. Thank you for your work and support!
Natalya Baranova
Natalya BaranovaHR Director
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The employees who finished all courses hung their diplomas on the office walls. They have every reason to be proud! I am very grateful that your learning programme have brought our managers to a new level. Now we are a group of like-minded people!
Kristina Yasinska
Kristina YasinskaHR Manager
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Snapsim makes learning easy and effective. I think this course would be useful not only for HR professionals and managers but also for front-line employees as they should know how business operates.
Natalya Novostroynaya
Natalya NovostroynayaHR Manager
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I'm so glad I finished this course. It was difficult sometimes, especially the learning material on financial analysis, but I managed to finished it. Thank you!
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SNAPSIM™ L&D Analytics provides actionable analytics:

  1. How to identify 10% of employees that are suitable for managerial jobs?
  2. What high-potential employees have a 60% probability to leave in the next 6 months?
  3. What company departments/units have the best /worst collaboration between managers and their direct reports?
  4. How to ensure that learning goals are linked to improved performance?
  5. How to use statistics to defend the increase for the learning budget for the next year?
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