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I used to struggle with finding a workable solution for updating our online training courses and found that the best approach was to dig into the numbers and use data.
With an eye on achieving bottom-line goals and desired return on investment (ROI), too often, organizations let performance management fall to the wayside.
How do we sort through all the training options and pick the one that we think will be the most effective? How do we screen all our options? Shouldn’t we look for the observable evidence that training improved something for participants?
We all know that, even with the best training, learning isn’t always applied back on the job. An investigative approach can help us expand our skill set and ensure that learning is a success for learners and companies.
Assessments are invaluable tools that can provide a snapshot into important information about candidates and current employees, such as their predicted behaviors, emotional intelligence, soft skills and capacity to perform necessary tasks.
Human resources is evolving. Technology has enabled speculation to become reality through the capture and analysis of data. From a reactive function that was about hiring, talent management and training, HR has been reinvented as strategic partner.
We all might know soft skills are important, and our instincts are telling us they can have a profound impact on the bottom line, but without research, we can’t actually prove it and show how great the impact is.