In addition to bridging skills gaps, education as a benefit can help differentiate your business and aid in talent acquisition. Although L&D has long been considered a nice-to-have, comprehensive training programs are far cheaper than hiring at scale.
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There are three preoccupations always top of mind for decision-makers: to minimize risk, manage constant change and meet, or even exceed, performance expectations. For this reason alone, learning’s role must be front and center.
In this Training Industry Leader Talk, you will gain key insights on how to effectively measure the impact of training to improve your training programs and drive business performance.
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.
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.
When an organization takes the time to define desired outcomes and KPIs, “value” becomes the default metric
L&D must account for their costs, and demonstrate performance and business value to every stakeholder.
This article highlights valid concerns for L&D’s training efforts and showcases why discovering your organization’s L&D bottleneck is so essential.
We need to say more about training’s effect on employee engagement. In fact, it might be time to start leading with that idea. In the continuing battle to attract and retain talent, training has become the not-so-secret weapon for earning loyalty.
Learning leaders need to engage with executives with the understanding that they may believe in the value of training, but nothing else is guaranteed.