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.

Depending on the Perform & Engage 365 availability for your tenant, the Human Success Score includes either the Learning score or all three of the following scores: 

• The Learning score includes such Learn365-related metrics as training completions, enrollments, and self-enrollments.
• The Engagement score includes such Engage365-related metrics as check-ins and manager reviews.
• The Performance score includes such Perform365-related metrics as goal and OKR setups, goal and OKR progress, and goal and OKR alignment.

You can view the scores on two web pages:

• The combined (Learn365 + Perform & Engage 365) Human Success Score web page displays the Learning, Engagement, and Performance scores, along with both the Learn365 and Perform & Engage 365 related additional metrics. This page is opened if both Learn365 and Perform & Engage 365 are available for your tenant.
• The Learn365 Human Success Score web page displays the Learning score and Learn365-related metrics. This page is opened if only Learn365 is available for your tenant.

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 gives you read-only access to the information.

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

The combined (Learn365 + Perform & Engage 365) Human Success Score

The combined (Learn365 + Perform & Engage 365) Human Success Score web page contains: 

• Your organization's Human Success Score for the previous month. The score is a sum of the Learning, Performance, and Engagement scores divided by three.
• The Learning score panel, which shows your organization's Learning score from the previous month. Select this panel to open the learning report page, which is identical to the Learn365 Human Success Score web page.
• The Performance score panel, which shows your organization's Performance score from the previous month. Select this panel to open the performance report page, which contains:
  • The Performance score at both organization and department levels.
  • The additional performance metrics.
  • Performance suggestions and Success streak.
• The Engagement score panel, which shows your organization's Engagement score from the previous month. Select this panel to open the performance report page, which contains:
  • The Engagement score at both organization and department levels.
  • The additional engagement metrics.
  • Engagement suggestions and Success streak.
• Suggestions to improve your Human Success Score.
• Success streak, which shows how many months in a row your organization has:
  • increased the Human Success Score; or
  • increased all three (the Learning, Performance, and Engagement) scores or kept them at the same level; or
  • increased at least one of the three scores.
• The Top departments section. This is a list of the best performing departments, sorted by the highest Human Success Score from the previous month. 

How the Performance score is calculated

The maximum Performance score is 100. The score takes three components into account and takes the average value of these components to form the final score. The components are: 

• Goal setting
  Users who have at least three goals or OKRs set in the past 12 months fully contribute to this score.
• Goal progress
  Goals and OKRs that have reached at least 80% progress fully contribute to this score.
• Goal alignment
  If at least 60% of a user’s goals and OKRs are aligned with parent goals and OKRs, the user fully contributes to the score. 

For each of these components, we:

1. Take the average user’s progress against each component for each user individually. 

For example, let’s say we count the score for the Goal progress component. Let’s say we have four users, and each of these users has four goals or OKRs. Let’s say:

• All four goals or OKRs of the first user reached 80% progress. That’s 100% of the maximum possible value.
• Two of the four goals or OKRs of the second user reached 80% progress. That’s 50% of the maximum possible value.
• One of the four goals and OKRs reached 80% progress for the last two users. That’s 25% of the maximum possible value for each of the two.

2. Take the average value of all users. In our example, the first user reached 100% of the maximum possible value, the second reached 50%, and the last two reached 25%. That’s 200% total. Dividing the total by the total number of users (four), we get 50%. So, 50 is our Goal progress score.

3. Take the average from each of three score components to get the final Performance score. Let’s say we’ve got 100 for Goal setting, 50 for Goal progress, and 25 for Goal alignment. After dividing the sum (175) by three and rounding the value, we get 58 as our Performance score.

View the Performance score

On the combined (Learn365 + Perform & Engage 365) Human Success Score web page, select the Performance score panel. This opens the performance report page, which displays the Performance score at both organization and department levels. 

When opening the performance report page and scrolling down from the introduction text, you’ll see the Organizational Performance 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 Performance score.

View the additional performance metrics

To the right of the Organizational Performance score, you’ll find additional metrics that will help you identify areas of improvement:

• Goal-setting rate is the ratio of the users who have at least one active goal or OKR set in the past 12 months, and the overall number of users. For example, if your organization has 100 users, and 60 of them had at least one goal or OKR set in the past 12 months, the Goal-setting rate is 60%.
• Goal progress rate is the ratio of goals and OKRs that reached 80% progress, and the overall number of active goals and OKRs. For example, if there are 100 active goals and OKRs in your organization, and 60 of them reached 80% progress, the Goal progress rate is 60%.
• Goal alignment rate is the ratio of goals and OKRs that are aligned with a parent goal or OKR, and the overall number of active goals and OKRs. For example, if there are 100 active goals and OKRs in your organization, and 60 of them are aligned with parent goals and OKRs, the Goal alignment rate is 60%.

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.

Performance suggestions and success streak

Under the Organizational Performance score, you can see:

• Suggested actions: suggestions to improve your Performance score.
• Success streak: shows how many months in a row your organization increased the rate of any of the additional performance metrics or kept them at the same level. Months with progress show the fire icon ().  
   

How the Engagement score is calculated

The maximum Engagement score is 100. The score takes two components into account and takes the average value of these components to form the final score. The components are:

• Employee check-ins
  Users who submitted at least 24 check-ins in the past 12 months fully contribute to this score.
• Manager reviews
  If all the check-ins for a user, or 24 or more total check-ins, were reviewed by their managers in the past 12 months, the user fully contributes to this score.

For each of these components, we:

1. Take the average user’s progress against each component for each user individually. 

For example, let’s say we count the score for the Employee check-ins component. Let’s say we have four users and, from these users:

• The first user submitted 12 check-ins in the past 12 months. That’s 50% of 24 check-ins they would need to fully contribute to the score.
• The second user submitted 30 check-ins in the past 12 months. Since this exceeds the 24 check-ins needed for the maximum score, they get 100%.
• The third user submitted nine check-ins in the past 12 months. That’s 37.5% of the 24 check-ins they would need to fully contribute to the score.
• The fourth user submitted three check-ins in the past 12 months. That’s 12.5% of the 24 check-ins they would need to fully contribute to the score.

2. Take the average value of all users. In our example, the first user reached 50% of the maximum possible value, the second reached 100%, the third reached 37.5%, and the fourth reached 12.5%. That’s 200% total. Dividing the total by the total number of users (four), we get 50%. So, 50 is our Employee check-in score.

3. Take the average from each of the two score components to get the final Engagement score. Let’s say we’ve got 50% for Employee check-ins and 54% for Manager reviews. After dividing the sum (104%) by two, we get 52%. So, 52 is our Engagement score.

View the Engagement score

On the combined (Learn365 + Perform & Engage 365) Human Success Score web page, select the Engagement score panel. This opens the engagement report page, which displays the Engagement score at both organization and department levels. 

When opening the engagement report page and scrolling down from the introduction text, you’ll see the Organizational Engagement 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 Engagement score.

View the additional engagement metrics

To the right of the Organizational Engagement score, you’ll find additional metrics that will help you identify areas of improvement:

• Check-in participation rate is the ratio of the users who submitted at least one check-in in the past 12 months and the overall number of users. For example, if your organization has 100 users, and 60 of them submitted at least one check-in in the past 12 months, the Check-in participation rate is 60%.
• Manager review rate is the ratio of the check-ins that were reviewed by managers and the total number of check-ins. For example, if 100 check-ins were submitted in your organization in the past 12 months, and 60 of them were reviewed by managers, the Manager review rate is 60%.

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.

Engagement suggestions and success streak

Under the Organizational Engagement score, you can see:

• Suggested actions: suggestions to improve your Engagement score.
• Success streak: shows how many months in a row your organization increased the rate of any of the additional engagement metrics or kept them at the same level. Months with progress show the the fire icon (). 

The Learn365 Human Success Score

The Learn365 Human Success Score web page contains: 

• The Learning score at both organization and department levels. 
• The additional learning metrics. 
• Learning suggestions and success streak.

How the Learning score is calculated

The maximum Learning 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 Learn365 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 additional learning metrics

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

• Learning engagement rate is the ratio of 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 of 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 of 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.

Learning suggestions and success streak

Under the Organizational Learning score, you can see:

• Suggested actions: suggestions to improve your Learning 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 show 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.