You are being asked to provide ROI numbers for your Learning & Development programs. It’s a budget justification cycle and some consider L&D a “necessary evil” cost center. You know the programs are good and that participants enjoy them, the surveys say so.
The problem is that there is no real measurable change in the field; the training doesn’t ‘stick’. Increasing the amount of training sessions doesn’t help, there is no budget and no one wants to come out of the field, especially sales people.
Is there a way to increase the return of your existing training, without taking people from the field? Continue reading