While L&D professionals are pretty good at measuring employee training, that doesn’t always translate neatly to measuring the impact of customer and partner training, or even knowing where to start.
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Elevating the value of learning requires a clear understanding of where learning programs add value to a company. And to get everyone onboard, learning professionals need to educate company executives on the real impact that comes from learning.
If you don’t use your learning back on the job in some deliberate way, you’ll completely lose all the money you invested in training. In this article, learn how to measure and maximize your training's impact after learners leave the "classroom."
Though many organizations offer workplace learning as a strategic driver to achieving organizational goals, many senior leaders aren't aware of the true impact their training provides toward meeting those goals.
During this Training Industry Leader Talk, industry leaders will share actionable insights on measuring and proving the business impact of learning and development (L&D) initiatives.
To learn more and uncover the secrets behind effective training measurement and evaluation, we spoke with Asha Pandey, founder and chief learning strategist at EI Design.
Here are some of the things your workforce would tell you about training, if you took time to ask.
Today, more than ever before, learning and development professionals need to be able to assess the business impact of their training programs.
L&D detective work should be centered on searching for facts, clues, evidence and data that reveal learning’s impact on business goals.
Tulser Global launches an initiative led by a team of L&D changemakers to help companies redefine the ways they drive business value through L&D.