Learning analytics showing completion rates and time-on-course, but no data on whether learners retained knowledge or changed behaviour after training?
L&D budget review requiring the L&D director to defend training spend with activity metrics rather than business outcome evidence because no system connects the two?
Learning Analytics Platform
The L&D team's quarterly report shows completion rates. Leadership's quarterly review measures revenue, retention, quality, and customer satisfaction. The two reports share no data in common, so the training budget is defended with activity metrics rather than outcome evidence -- and when cost pressure arrives, L&D can't demonstrate the business case for its programmes.
We build custom learning analytics platforms that measure what your LMS reports don't: knowledge retained after training ends, skill improvement reflected in job performance, business metric movement correlated with learning activity, and cohort-level analysis that tells you which training investment is producing measurable results and which isn't.
Knowledge retention measurement using spaced-repetition assessments and post-training performance data beyond completion
Learning impact analysis correlating training activity to downstream business performance indicators
Cohort and segment analysis by role, department, tenure, and learning modality
L&D ROI reporting connecting training investment to measurable outcomes in terms the business understands
RaftLabs builds custom learning analytics platforms that measure what standard LMS reports don't -- knowledge retention beyond completion, learning impact on business performance indicators, cohort analysis by role and department and tenure, and the L&D ROI data that justifies training budgets in terms the business understands. Most learning analytics builds deliver in 10--14 weeks at a fixed cost.
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·FixedCost delivery
·10-16Week delivery cycles
Completion rates are an activity metric, not an effectiveness measure
An LMS tells you who completed a course. It doesn't tell you whether they retained the knowledge three weeks later, whether their performance changed as a result, or whether the training investment moved any business metric that leadership cares about. Completion rates are a measure of participation, not learning.
Custom learning analytics bridges the gap between the data your LMS generates and the business outcome evidence your stakeholders need. Knowledge retention is measured with post-training assessments at intervals, not just immediately after the course ends. Learning impact is analysed by correlating training completion data with the performance and operational metrics your business already tracks. Cohort analysis shows which training programmes produce results for which employee populations. L&D ROI is expressed in the terms that justify the training budget: reduced error rates, faster onboarding to productivity, lower voluntary turnover, improved customer satisfaction scores.
What we build
Completion and engagement analytics
Learning activity analytics that go beyond completion counts to show how learners engage with content. Module-level completion rates with dropout analysis showing where in a course learners disengage. Time-on-task data showing whether learners are spending enough time with content to engage meaningfully or clicking through to mark it complete. Assessment attempt patterns -- learners who pass on the first attempt versus those who require multiple attempts and what that signals about content difficulty or clarity. Content replay rates for modules learners revisit. Engagement trends over time by course, department, and manager to surface where training culture is strong and where it needs attention.
Knowledge retention measurement
Spaced-repetition assessment tools that measure knowledge retention at intervals after course completion -- one week, one month, and three months out. Retention decay curves showing how quickly knowledge from a particular course fades for the average learner, informing decisions about refresher frequency and content design. Pre- and post-training assessment comparison showing knowledge gain rather than just course completion. Question-level analysis identifying which content areas have the lowest retention rates so instructional designers know where to invest redesign effort. Cohort retention comparison by role, department, and training modality to identify which delivery formats produce more durable learning outcomes.
Learning impact on business metrics
Analysis linking learning activity to the business performance metrics your organisation already tracks -- sales performance, error rates, customer satisfaction scores, safety incidents, onboarding-to-productivity time, and voluntary turnover. Correlation analysis between training completion in specific programmes and downstream metric movement for employees who completed the training versus those who didn't. Time-lag analysis accounting for the gap between when training occurs and when its effects show in performance data. The analysis is built around the specific metrics your business measures, not generic L&D benchmarks, so the output answers the questions leadership actually asks about the training budget.
Cohort and segment analysis
Cohort analysis comparing learning outcomes across employee segments -- by role, department, tenure, manager, location, and training modality. Which employee populations show the highest knowledge retention from instructor-led training versus eLearning? Which departments have the highest compliance certification completion rates and which are consistently lagging? Which new hire cohorts reach productivity benchmarks fastest and what does their onboarding training completion data look like compared to slower cohorts? Cohort analysis surfaces patterns that aggregate completion rates hide, so L&D investment and programme design decisions are based on what actually works for specific populations rather than averages.
L&D ROI reporting for stakeholders
ROI reporting that connects training investment to business outcome data in the terms that justify the L&D budget to finance and leadership. Cost-per-learner analysis across delivery modalities showing the relative efficiency of eLearning, ILT, and blended approaches. Time-to-productivity improvement for onboarding programmes with a dollar value attached based on the salary cost of the gap period. Error rate reduction correlated with compliance training completion, valued at the cost of errors avoided. Voluntary turnover analysis for employees who completed development programmes versus those who didn't, with retention value calculated. Stakeholder-ready report formats for quarterly business reviews and annual budget cycles, exportable without requiring the L&D team to rebuild the analysis each time.
Real-time L&D operations dashboard
Operations dashboard giving the L&D team a live view of training activity across the organisation without running a report each time. Current completion status for all active training programmes with deadline tracking. Overdue training by department and manager so L&D can intervene before a compliance deadline passes. New content performance in its first two weeks -- engagement, completion, and assessment scores compared to catalogue averages. Upcoming certification expiry alerts for the workforce. ILT and virtual classroom session fill rates and waitlist volumes. The operational visibility that lets a small L&D team manage a large training programme without spending half their time extracting data from the LMS.
Frequently asked questions
Completion rates confirm a learner accessed and finished a course. Effectiveness measurement requires additional data layers. Knowledge assessment at intervals after completion -- not just immediately after -- shows whether the learning transferred to long-term memory. Performance data comparison between trained and untrained employees for the same role shows whether training changed on-the-job behaviour. Business metric correlation links training activity to the outcomes the organisation cares about. We build the assessment infrastructure, the data integration with performance and operational systems, and the analysis layer that connects training activity to outcome evidence. The specific metrics we measure are defined during scoping based on what your organisation tracks and what your L&D function needs to demonstrate.
Learning activity data lives in the LMS -- who completed what and when. Business outcome data lives in your CRM, HRIS, operations platform, or data warehouse -- sales figures, error rates, customer satisfaction scores, turnover data. Linking the two requires a data integration that pulls completion and assessment data from the LMS and joins it to the performance and operational data from your business systems, with a consistent employee identifier as the join key. We build this integration as part of the analytics platform. The analysis then compares outcome data for employees who completed specific training against those who didn't, with controls for confounding variables like tenure and role. The integration approach depends on what APIs your LMS and business systems expose -- we confirm this during discovery.
The Kirkpatrick model is the most widely used framework for evaluating training effectiveness. It defines four levels: reaction (did learners find the training useful), learning (did they acquire the knowledge or skill), behaviour (did their on-the-job behaviour change), and results (did the business outcome the training was designed to improve actually improve). Most LMS analytics platforms cover Level 1 (satisfaction surveys) and a partial view of Level 2 (completion and assessment scores). Level 3 and Level 4 require data from systems outside the LMS -- manager observations, performance reviews, operational metrics. We design the analytics platform to address the Kirkpatrick level your organisation needs to demonstrate, which for most L&D functions seeking budget justification is Level 3 and Level 4.
An analytics layer built on top of an existing LMS data set -- covering completion and engagement analytics, knowledge retention measurement, and L&D operations dashboards -- typically runs $20,000 to $60,000. A full analytics platform with business metric integration, cohort analysis, and L&D ROI reporting connected to operational and performance systems typically runs $60,000 to $140,000 depending on the number of data source integrations and the complexity of the analysis required. We scope the project before pricing it so you get a fixed cost based on your specific measurement goals.
Tell us what your current L&D reporting covers, what questions leadership asks that you can't currently answer, and which business metrics matter to your stakeholders. We will design the right analytics layer and give you a fixed cost.
