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Many organizations conduct financial audits, compliance audits, environmental audits, and other internal audits on a regular basis, but they don’t always conduct audits for their L&D and training programs, which is mind-boggling, seeing as how effective L&D and training programs have been proven to increase an organization’s bottom line and retain more engaged employees longer.
Organizations are losing around $13.5 million each year (per 1,000 employees) due to ineffective training programs. And many of those training programs are ineffective because they’re never audited or evaluated on a continual basis.
In two previous posts, we’ve been discussing the importance of measuring onboarding efforts, as well as some basic steps toward developing a measurement program. Here, we’re going to look at some specific types of both qualitative and quantitative measurements.
Continuing from yesterday’s post, here are the five more essential metrics you’ll want to track to ensure your virtual training programs remain effective.
Virtual training offers many benefits to your organization. According to information and research parsed by Cloudshare:
Adding to yesterday’s post, here are four more performance metrics you should weigh if you want to develop and drive strategic and effective L&D initiatives that will continue to help your organization outpace its competition for years to come.
In 2016, the workplace learning industry reached $360 billion. And its market share and influence has only continued to increase across the globe with each passing year since.
Adding to yesterday’s post, here are more questions you should ask as you’re measuring your sales training program’s return on expectations (ROE) and return on investment (ROI).
U.S. companies spend over $70 billion annually on training and an average of $1,459 per salesperson, which is almost 20% more than they spend on workers in all other departments and functions. Most of that sales training and learning material (nearly 80% in some cases) isn’t retained because it’s curriculum-based. And it’s consistently not yielding […]
It’s not wise to ignore rude behavior in the workplace—and not just from a moral standpoint either. Workplace incivility also costs organizations money—and a lot of it.