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Read moreVlad Shishkaryov

CEO

Bridge Learning Technologies

Utilising Learning Technology

to Measure ROI

Training managers can always make a best

practice case for delivering training, but

measuring ROI is a much harder task.

Historically, the long-term business impact of

training has been hard to evaluate. Sure, there

are certificates to put on the wall

demonstrating employees have met

legislative requirements or employer

standards. But, beyond that, how easy is it to

demonstrate that training has had a positive

influence on wider objectives and KPIs?

Find the Holy Grail

It has long been accepted that training and

learning is a two-way process, incorporating

delegate feedback at certain points in a

course. However, this feedback is generally

focused on measuring the delegate's

progress rather than the quality or relevance

of the content.

But imagine if the learning process had the

power to change business practice, influence

product or service development and drive

measurable growth? It sounds like the training

equivalent of the Holy Grail. Is it achievable or

just too good to be true?

Life in the slow lane

Despite the acquisition of knowledge being at

the forefront of human development, there is

a lag in adapting technical know-how to meet

current training and development needs in

delivering that knowledge. In the UK, I see

many SMEs - those with up to 250 or so

employees - still delivering training based on

PowerPoint presentations and spreadsheets.

Some use face-to-face or basic webinars, but,

in most instances, the furthest they have

progressed is e-learning.

Compared to, say, the application of the latest

technologies in the automotive industry, or

'big data' analysis tools in the finance,

insurance and retail sectors, the level of

development in training is back in the tech

'dark ages' of 15-20 years ago.

One school of thought suggests up to 80% of

businesses will not exist in 20 years' time as a

result of technology, whether through

automation or complete re-invention. So, the

L&D imperative here is to protect

organisations and keep them ahead of the

game by implementing knowledge-based

programmes that create a highly-skilled,

adaptable workforce.

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