As an L&D professional, you know how important training initiatives are to your company. You’ve seen the meaningful difference they make in the lives of the employees and to the company’s bottom line. But not everyone shares that viewpoint.
Now, more than ever before, stakeholders and business leaders are expecting to see a serious return on their training investments. Once you speak the language of the business, you’ll finally be that critical partner they can’t do without.
This e-book offers high-profile examples of well-crafted L&D programs that help create an internal pipeline of high-performing talent. Use it as a guide for upskilling your workforce while creating real returns on investment.
Beyond being a simple course player, a modern LMS must support these different delivery methods, enable adequate tracking and analytics, and give employees a learning experience that helps them see the value of each opportunity.
By showcasing the ROI of L&D and, in turn, proving its value as a function within the organization, internal champions can help learning leaders gain the executive support and buy-in they need to deliver learning initiatives that drive change.
Training Industry research has found that one of the biggest challenges facing learning leaders is measuring the effectiveness of their training. On this episode of The Business of Learning, Kevin M. Yates discusses this challenge and shares tips.
With so much riding on your ability to improve outcomes and demonstrate return on investment (ROI), here are five important considerations to keep in mind when measuring training effectiveness.
Follow a sales enablement organization’s journey toward effective data measurement and analysis.
Research has found that CEOs most want to see the business impact, followed by ROI. The problem is, only 8% of CEOs say they see the business impact from their L&D programs, and only 4% say they see ROI.