Regardless of the source of the training content, learning is of little value unless it prepares the participant to perform better on the job and makes a measurable contribution to organizational results.
When it comes to ROI, it’s best to start small, with one business function; isolate the impact of training on a set of performance indicators; report your business results; and then watch how interested others will be to run a similar ROI calculation.
If carefully executed, measurement can demonstrate how the results of learning impact teams, functions and entire organizations in bottom-line business terms. However, it is easy to be overwhelmed by the prospect of measuring learning.
In the training industry, we concentrate a lot on the visible “performance enhancers” that make us better and more prepared than our peers, but we often lose sight of the “performance distractors” that can be just as critical to successful...
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