The Human Success Score (HSS)

The Human Success Score (HSS) gives you a single, measurable number that reflects how your organization and departments are progressing in learning and development.

In this article, we describe what the HSS is, how we calculate it, and how you can use it to identify opportunities for growth.

What is the Human Success Score?

The Human Success Score is a composite score that measures learning progress in your organization. The score helps you answer questions like: 

• Are employees actively building their skills?
• Which departments are making consistent progress?
• Where should we focus our attention to drive improvement?

We recalculate the score at the beginning of each month and display it at both organization and department levels.

Currently, the Human Success Score relates to Learn365 only but will be further developed to incorporate Perform and Engage 365. The Learn365-related score is called the Learning score.

Open the Human Success Score

On the first day of each month, LMS admins receive an email with a link to a web page that shows your organization’s Human Success Score. The page is static and allows you read-only access to the information.

The content of the email is standard and can’t be customized.

How the Learning score is calculated

The maximum Human Success Score is 100. The score takes two main components into account. Each of these components can bring up to 50 points to the score:

• Course completions

  Learners who completed at least six courses in the past 12 months contribute to this score.

• Voluntary learning

  Learners who self-enrolled in at least three courses in the past 12 months contribute to this score. Self-enrollments refer to users who enroll in training on their own. Voluntary training retakes also count.

For both score components, the score includes:

• Both Learn365 and Flow365 users.
• Enrollments with the Enrolled status.
• Enrollments with the Pending Approval status if the enrollment for approval-required training had been approved before, but then a learner was unenrolled and requested the enrollment in the same training again. 

For both score components, the score doesn’t include: 

• User accounts that have been deleted or disabled.
• User groups. Only individual learners are included.

We calculate the score for both components in the following way:

1. We take the percentage of users who matched the score criteria from the total number of user accounts in your organization or department. For example, if there are 100 users total, and 50 of them completed at least six courses in the past 12 months, the percentage for the Course completions component is 50.

2. We divide the number from the first step by 80. This way, you can get the maximum score even if 80%, and not 100%, of your users matched the score criteria.

3. We multiply the sum from the second step by 50 to get the final sum. If the final sum is less than or equals 50, that is the final score for the score component. If the final sum is more than 50, the final score for the score component is 50 since 50 is the maximum.

4. We sum up the scores for both, Course completions and Voluntary learning, components. That gives us the final Learning score.

View the Learning score

The Human Success Score web page displays the Learning score at both organization and department levels.

When opening the Human Success Score and scrolling down from the introduction text, you’ll see the Organizational Learning score on the left-hand side of the screen.

At the bottom of the page, you’ll find the Top departments section. This is a list of the best performing departments, sorted by the highest Learning score. The Learning score column in the list displays the Learning score for each of the top 10 departments.

View the metrics

To the right of the Organizational Learning score, you’ll find the additional metrics to help you identify areas of improvement:

• Learning engagement rate is the ratio between active learners and overall users. Here, by active users, we mean learners who have at least one enrollment over the past 12 months. For example, if your organization has 100 users, and 60 of them were enrolled in at least one course over the past 12 months, the Learning engagement rate is 60%.
• Training completion rate is the ratio between total training completions and total training enrollments. For example, if, during the past 12 months, there were 100 enrollments in your training, and learners completed 70 of these training, the Training completion rate is 70%.

• Self-enrollment ratio is the ratio between self-enrollments in training and total enrollments in training. Self-enrollments mean users enroll in training on their own. Voluntary training retakes also count. 

  For example, if, during the past 12 months, there were 100 enrollments in your training, and 50 of them were self-enrollments, the Self-enrollment ratio is 50%.

There are three possible outcomes for each of these metrics: 

• Fair: the ratio is between 0 and 49%.
• Good: the ratio is between 50% and 69%.
• Excellent: the ratio is 70% or higher.

Suggestions and success streak

Under the Organizational Learning score, you can see:

• Suggested actions: suggestions to improve your Human Success Score.
• Success streak shows how many months in a row your organization has made progress. By progress, we mean increasing the number of active learners, improving the training completion rate, or if more users matched the criteria for the Course completions or Voluntary learning score components. Months with progress are displayed with the fire icon ().  

How you can use the Human Success Score

There are several ways you can use the results of the Human Success Score, including:

• Spot leaders. Identify teams with high scores and learn from their practices.
• Target support. See which departments have low scores and may need extra training support.
• Track momentum. Use streaks to recognize steady progress and motivate continuous learning.
• Benchmark progress. Compare this month’s score to previous months to measure progress.