Aligning Learning to Performance
For years the argument against business implementing a robust learning program has been that it’s too difficult to measure the impact.
This is an excuse that is quickly fading.
There are reliable ways to determine the return on investment from learning programs.
Still, whenever training is brought up at an organization then this is something that will have to be addressed.
If you are a learning practictioner then you would do well to have data to prove otherwise.
There are a variety of resources. One organization that repeatedly works to provide useful statistics in this ares is the Association for Talent Development (formerly ASTD).
By way of example they released an infographic that pulls data from their various studies on learning impact to performance.
While workplace performance can be linked to strong learning programs that are in place, I think it’s also important to note the benefits that aren’t so “direct”.
For example, today employees often seek out other opportunities if they feel like there aren’t enough growth opportunities and their company – and this includes elearning and live training events.
What it comes down to is investment.
Lifelong employee loyalty is a concept from the 20th century. In some business segments, people are willing to move their talents elsewhere if they feel like they aren’t valued or are getting “something” from where they work.
Learning programs show employees that the organization cares and is willing to invest in their professional growth.
It doesn’t always have to be towards a formal certificate (although those opportunities are certainly nice).
For more information related to learning programs and business performance, head on over to the ATD website.