eBook
How to Quantify the Value of Corporate Learning Programs
Learning and enablement leaders are responsible to train, develop and retain top talent to meet business objectives. Yet, they are challenged to create training programs with minimal time, budget, and resources. Furthermore, chief learning officers and learning leaders are required to quantify the return on investment for each dollar spent on training and prove value.
Ultimately, the success of all learning and development programs comes down to whether an employee has improved their productivity and performance. Corporate learning programs must transition to focusing on metrics related to people’s knowledge, skills and engagement and link this to their impact on tangible business outcomes. Part of this is establishing a continuous training program that is highly relevant and contextual to the job itself and the company to build the capabilities needed to meet organizational goals.
This process is a two-way street. In return, if employees feel individually invested it is likely they will be more loyal, motivated, and will be satisfied in their career, and ultimately more productive.
In this eBook, we will:
- Explain inherent barriers to proving ROI of learning programs
- Encourage L&D professionals to reconsider learning metrics and ROI measures.
- Demonstrate how best-practice microlearning improves employee proficiency and impacts performance
- Describe how to build an effective learning business case for the C-suite audience
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Learning and enablement leaders are responsible to train, develop and retain top talent to meet business objectives. Yet, they are challenged to create training programs with minimal time, budget, and resources. Furthermore, chief learning officers and learning leaders are required to quantify the return on investment for each dollar spent on training and prove value.
Ultimately, the success of all learning and development programs comes down to whether an employee has improved their productivity and performance. Corporate learning programs must transition to focusing on metrics related to people’s knowledge, skills and engagement and link this to their impact on tangible business outcomes. Part of this is establishing a continuous training program that is highly relevant and contextual to the job itself and the company to build the capabilities needed to meet organizational goals.
This process is a two-way street. In return, if employees feel individually invested it is likely they will be more loyal, motivated, and will be satisfied in their career, and ultimately more productive.
In this eBook, we will:
- Explain inherent barriers to proving ROI of learning programs
- Encourage L&D professionals to reconsider learning metrics and ROI measures.
- Demonstrate how best-practice microlearning improves employee proficiency and impacts performance
- Describe how to build an effective learning business case for the C-suite audience
