eLearning specialists constantly face a lot of “why” questions. Why is eLearning indispensable for the company? Why does it need special (and annually increasing) budget? Why can’t online courses be replaced with conventional mentoring or training? It isn’t always easy to prove the worth of eLearning.
This guide describes four steps any company can take to get the most from an elearning investment.
Business leaders increasingly recognize that providing employee training is critical to success. Companies worldwide use instructional content available on demand to build elearning programs that drive positive outcomes.
More than 40 percent of global Fortune 500 companies had embraced elearning strategies in 2013 (Ibis Capital). That same year, elearning was a $56.2 billion industry. This was expected to more than double by the end of 2015 (Global Industry Analysts).
Tremendous benefits result from elearning—chief among them improving employee performance and productivity, aligning expertise with business objectives, and providing consistent and scalable training to a dispersed workforce.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
CAREER PLANNING & PATHING: HOW TO DEVELOP A STRATEGIC VISIONHuman Capital Media
Consider the importance and impact of Career Pathing for your workforce. In this webinar we will discuss the benefits and key elements that drive career pathing and what it means for your company’s employee experience, engagement and retention. Employees are bringing new expectations; we’ll discuss the impact of providing your employees with a personalized and transparent view to their career development and growth with a particular focus on results.
The C-suite understands that talent development is essential to ongoing success. The most progressive leaders are re-thinking their talent strategy by improving the employee experience, embracing diversity, empowering career development, placing learning at the heart of HR.
This interactive webinar will provide easy-to-understand insights on:
Discuss the importance of Career Pathing within your Talent Development strategy
Identify key expectations employees now bring to their jobs
Showcase the bottom-line results of a well-defined and developed career development & growth solution
L&D leaders from Crowe LLP – a public accounting, consulting, and technology firm – will share best practices on how they’re moving away from smile sheets and completion metrics to tracking behavior change and performance on the job.
View the presentation to learn:
- Case example by Crowe LLP on how they’re piloting innovative ways to track employee behavior change and performance post-learning
- New Udemy for Business data insights on how learning impacts key business outcomes like employee engagement, productivity, growth, and retention
- How to win over key stakeholders when rolling out a new learning metrics approach
- Tips and advice on how to get started with measuring the ROI of learning
Employee Engagement and Customer Experiences - How are they related?Dr. Janne Ohtonen
This presentation discusses how employee engagement and customer experiences are related to each others. Please share your views, comments and experiences also!
Boosting business results and engagement – 3 simple steps for L&D professionalsLaura Overton
Laura Overton shares how formal benchmarking can help L&D leaders become the boost business results and improve learning engagement.. The presentation looks at:
• Benchmarking as an L&D business improvement tool and why current L&D benchmarks are wholly in adequate
• How new learning benchmarks can help L&D leaders improve results and engagement.
• The benefits that great benchmark data can add to aligning learning to need, forging business relationships and prioritising action areas.
• 3 simple steps to help you benchmark with L&D peers.
The session draws on benchmark data from over 2200 L&D professionals around the globe. Participants are invited to take part in the confidential Towards Maturity Benchmark for free until 12th July 2012 here [https://www.surveymonkey.com/s/TM2013Benchmark].
Find out more about Towards Maturity Benchmark Reports at www.towardsmaturity.org/benchmarking
Find out more about new learning benchmarks by joining The Towards Maturity New Learning Benchmark group on Linked In.[ http://www.linkedin.com/groupRegistration?gid=3696010]
Follow benchmark conversations on twitter at #bethtebest13
This session was originally given presented as part of the Corporate e-learning Consortium webinar Series
Although learning is increasingly valued by executives as critical to success, L&D leaders often struggle to get resources, budget, and buy-in from the C-Suite and key managers for L&D initiatives.
Why is this? First, L&D’s biggest challenge is proving the value of learning in a language that makes sense to business executives. Second, learning competes with people’s day jobs and L&D leaders must convince managers to give their team time to learn.
In this webinar, you’ll walk away with:
- A step-by-step framework on how to sell learning to C-suite executives and managers at your organization
- Real-life examples from People and L&D leaders on how they successfully won over key stakeholders
- Lessons learned on how to overcome challenges and make the business case for learning
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
This guide describes four steps any company can take to get the most from an elearning investment.
Business leaders increasingly recognize that providing employee training is critical to success. Companies worldwide use instructional content available on demand to build elearning programs that drive positive outcomes.
More than 40 percent of global Fortune 500 companies had embraced elearning strategies in 2013 (Ibis Capital). That same year, elearning was a $56.2 billion industry. This was expected to more than double by the end of 2015 (Global Industry Analysts).
Tremendous benefits result from elearning—chief among them improving employee performance and productivity, aligning expertise with business objectives, and providing consistent and scalable training to a dispersed workforce.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
CAREER PLANNING & PATHING: HOW TO DEVELOP A STRATEGIC VISIONHuman Capital Media
Consider the importance and impact of Career Pathing for your workforce. In this webinar we will discuss the benefits and key elements that drive career pathing and what it means for your company’s employee experience, engagement and retention. Employees are bringing new expectations; we’ll discuss the impact of providing your employees with a personalized and transparent view to their career development and growth with a particular focus on results.
The C-suite understands that talent development is essential to ongoing success. The most progressive leaders are re-thinking their talent strategy by improving the employee experience, embracing diversity, empowering career development, placing learning at the heart of HR.
This interactive webinar will provide easy-to-understand insights on:
Discuss the importance of Career Pathing within your Talent Development strategy
Identify key expectations employees now bring to their jobs
Showcase the bottom-line results of a well-defined and developed career development & growth solution
L&D leaders from Crowe LLP – a public accounting, consulting, and technology firm – will share best practices on how they’re moving away from smile sheets and completion metrics to tracking behavior change and performance on the job.
View the presentation to learn:
- Case example by Crowe LLP on how they’re piloting innovative ways to track employee behavior change and performance post-learning
- New Udemy for Business data insights on how learning impacts key business outcomes like employee engagement, productivity, growth, and retention
- How to win over key stakeholders when rolling out a new learning metrics approach
- Tips and advice on how to get started with measuring the ROI of learning
Employee Engagement and Customer Experiences - How are they related?Dr. Janne Ohtonen
This presentation discusses how employee engagement and customer experiences are related to each others. Please share your views, comments and experiences also!
Boosting business results and engagement – 3 simple steps for L&D professionalsLaura Overton
Laura Overton shares how formal benchmarking can help L&D leaders become the boost business results and improve learning engagement.. The presentation looks at:
• Benchmarking as an L&D business improvement tool and why current L&D benchmarks are wholly in adequate
• How new learning benchmarks can help L&D leaders improve results and engagement.
• The benefits that great benchmark data can add to aligning learning to need, forging business relationships and prioritising action areas.
• 3 simple steps to help you benchmark with L&D peers.
The session draws on benchmark data from over 2200 L&D professionals around the globe. Participants are invited to take part in the confidential Towards Maturity Benchmark for free until 12th July 2012 here [https://www.surveymonkey.com/s/TM2013Benchmark].
Find out more about Towards Maturity Benchmark Reports at www.towardsmaturity.org/benchmarking
Find out more about new learning benchmarks by joining The Towards Maturity New Learning Benchmark group on Linked In.[ http://www.linkedin.com/groupRegistration?gid=3696010]
Follow benchmark conversations on twitter at #bethtebest13
This session was originally given presented as part of the Corporate e-learning Consortium webinar Series
Although learning is increasingly valued by executives as critical to success, L&D leaders often struggle to get resources, budget, and buy-in from the C-Suite and key managers for L&D initiatives.
Why is this? First, L&D’s biggest challenge is proving the value of learning in a language that makes sense to business executives. Second, learning competes with people’s day jobs and L&D leaders must convince managers to give their team time to learn.
In this webinar, you’ll walk away with:
- A step-by-step framework on how to sell learning to C-suite executives and managers at your organization
- Real-life examples from People and L&D leaders on how they successfully won over key stakeholders
- Lessons learned on how to overcome challenges and make the business case for learning
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
I think “employee connects program” would be a better option for effectively engaging the new joinee. For doing this, someone has to be given sole responsibility (preferably a female) for completing and monitoring the task without any delay. Commonly a direct interaction between the hiring officers to the new joinee may also be a good option.
Towards Maturity’s 7 secrets of top performing L&D teamsLaura Overton
Today’s L&D function is under intense pressure. Globalisation, technology, continual change and focus on talent means that more is demanded of learning teams who have diminishing resources to draw on. This presentation by Towards Maturity Managing Director, Laura Overton, draws on research with over 2,900 organisations to outline 7 secrets of top performing teams. The presentation was first delivered as part of a webinar in conjunction with SuccessFactors, an SAP company.
If you would like to find out about becoming a top learning company, find out more about benchmarking with Towards Maturity visit: http://towardsmaturity.org/static/survey
If you have had successes in any of these 7 areas, we’d love to hear from you!
Learning and Business Impact: Making the Case through Metrics and AnalyticsHuman Capital Media
Proving the impact of a single learning investment is relatively easy. Answering the broader question of “What impact is L&D having on the business?” is hard. In this Spotlight webinar, Ericsson’s global head of learning measurement and analytics will share how he’s guiding assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
During this session, attendees will:
Identify ways that analytics is shaping learning measurement.
Describe components of a measurement map.
Identify the level of measurement maturity in their organization.
According to Bersin by Deloitte, more than 95%* of CLOs feel it is critical to demonstrate the impact and value of training; however, less than 5% are confident in their ability to do so.
Are you able to easily connect learning to business results in your organization? For many L&D leaders this is a major problem, which stems from an outdated method of measurement, as well as inadequate measurement tools.
In this session, you will learn:
How to flip the traditional measurement model on its head and see it through a different lens.
Methods for measuring the impact on your business, whether it’s revenue, safety incidents, shrink or customer satisfaction.
Case studies of organizations that have demonstrated a bottom-line impact to their business and how they went about measuring it.
*Source: The State of Learning Measurement, Bersin by Deloitte/ Todd Tauber and Wendy Wang, 2015
5 Ways to Unlock the Hidden Value in Your Emerging Leaders BizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
- 5 best practices to unlock the hidden value in your emerging leaders
- The business impact of investing in your current talent
- How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
Casestudy: The Case of bench managementrockingsindi
For students and specially of Management, it is very difficult to solve casestudy and that too from different angles. Here is one of the casestudy from the Book "Human Resources Management: Text and Cases
By Rao". There are many points included wich are sayings of Experts too.
In this webinar, Cushing Anderson, IDC’s IT Education and Certification Research Program Vice President, and the author of our recent report, will help organizations understand how to strategically align learning programs with organizational goals to impact the business. Cushing will walk attendees through the metrics that learning can impact, the levers to maximize impact, and the outcome of a successful framework. Alongside our President of Udemy for Business Darren Shimkus, Cushing will dive into:
- How to link learning initiatives to strategic issues
- How to create a framework that maximizes the impact of learning, through intention, relevance, - consumption and reinforcement
- The types of value that can be witnessed through learning, including time savings, increased productivity, and faster onboarding
- How the L&D team at Udemy for Business maximizes learning impact across the organization
An Insider's Look at Udemy for Business Product WebinarUdemy for Business
60% of employees think their companies don’t offer adequate opportunities for them to develop professionally.
See first-hand how Udemy for Business partners with high-performing companies like PayPal, Lyft, Booking.com, Adidas, and Pinterest to fuel a culture of learning and elevate the perception of L&D.
- 2,500+ of the top rated, freshest courses for professional development
- Social learning tools that extend the role and impact of L&D
- Reporting that delivers actionable insights for effective learning
- Mobile technology to learn on the go
- 24/7 customer success dedicated to supporting your company every step of the way
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
Publicis Sapient, a business and engineering consulting firm, upskilled their workforce in the latest Artificial Intelligence (AI) and data science skills to help redefine their business and capture revenue growth.
In this webinar, Ian Stevens, North America Learning and Development Lead at Publicis Sapient, shares how his L&D team created learning programs at the speed of business to upskill their consultants to become digital transformation leaders.
You’ll walk away with:
- A proven push-pull blended learning program that quickly upskilled employees
- How to tie learning with hiring & staffing priorities to motivate learners
- Ways to build shared accountability with both employees and leaders
- Tips to align learning with performance and revenue
- Lessons learned on how L&D can play a pivotal role in driving revenue and transforming your business
There are massive changes happening in talent management that require companies to implement talent acceleration strategies. These changes create a great impact on staffing and people processes, but also create risks for business capability and continuity. This webinar will give you a firm grounding in what you need to know and how your company or organization can respond to the new agile marketplace.
Join us for this trend-setting 40-minute webinar & learn:
The four big problems most companies face.
Three tactical strategies to implement now.
Defining the talent acceleration challenge.
The value of talent acceleration – effective metrics to quantify business & people impact.
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
Are you connecting with critical talent audiences through your digital communications? This 30+3 Webinar takes a close look at key strategic elements of digital employee and employer brand communications. From channel selection to media effectiveness, we'll examine the changing dynamics of digital communications.
EMPLOYEE EXPERIENCE BREAKTHROUGHS - THE HR TECHNOLOGY SHIFTHuman Capital Media
Offering a best-in-class employee experience has become critical to organization success in everything from attracting to engaging employees, yet leaders struggle with how best to understand and act on the holistic employee experience. In this webinar, two of Qualtrics’ employee experience thought leaders will discuss the technology and mindset shift needed to effectively measure and manage EX, examining how technology is leading to breakthrough organizational insights and cultural transformation.
This webinar will cover:
How to utilize technology to drive a culture of feedback and improve your employee experience
Innovative ideas and best-practices regarding employee listening through technology
Recommendations for getting started
As various organizations of different sizes have started absorbing more of training – classroom, online or a blend of both, the employee’s path of progression gets clearer and clearer and when he/she see the interest the organization has vested in their growth, there comes a sense of motivation, a sense of involvement, a sense of participation and the willingness to stay and perform and grow. At the end of the day, when the organization invests in building a workforce for the future, every bit they invest into their employee will pay off both in the financial sense as well as in employee engagement.
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
I think “employee connects program” would be a better option for effectively engaging the new joinee. For doing this, someone has to be given sole responsibility (preferably a female) for completing and monitoring the task without any delay. Commonly a direct interaction between the hiring officers to the new joinee may also be a good option.
Towards Maturity’s 7 secrets of top performing L&D teamsLaura Overton
Today’s L&D function is under intense pressure. Globalisation, technology, continual change and focus on talent means that more is demanded of learning teams who have diminishing resources to draw on. This presentation by Towards Maturity Managing Director, Laura Overton, draws on research with over 2,900 organisations to outline 7 secrets of top performing teams. The presentation was first delivered as part of a webinar in conjunction with SuccessFactors, an SAP company.
If you would like to find out about becoming a top learning company, find out more about benchmarking with Towards Maturity visit: http://towardsmaturity.org/static/survey
If you have had successes in any of these 7 areas, we’d love to hear from you!
Learning and Business Impact: Making the Case through Metrics and AnalyticsHuman Capital Media
Proving the impact of a single learning investment is relatively easy. Answering the broader question of “What impact is L&D having on the business?” is hard. In this Spotlight webinar, Ericsson’s global head of learning measurement and analytics will share how he’s guiding assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
During this session, attendees will:
Identify ways that analytics is shaping learning measurement.
Describe components of a measurement map.
Identify the level of measurement maturity in their organization.
According to Bersin by Deloitte, more than 95%* of CLOs feel it is critical to demonstrate the impact and value of training; however, less than 5% are confident in their ability to do so.
Are you able to easily connect learning to business results in your organization? For many L&D leaders this is a major problem, which stems from an outdated method of measurement, as well as inadequate measurement tools.
In this session, you will learn:
How to flip the traditional measurement model on its head and see it through a different lens.
Methods for measuring the impact on your business, whether it’s revenue, safety incidents, shrink or customer satisfaction.
Case studies of organizations that have demonstrated a bottom-line impact to their business and how they went about measuring it.
*Source: The State of Learning Measurement, Bersin by Deloitte/ Todd Tauber and Wendy Wang, 2015
5 Ways to Unlock the Hidden Value in Your Emerging Leaders BizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
- 5 best practices to unlock the hidden value in your emerging leaders
- The business impact of investing in your current talent
- How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
Casestudy: The Case of bench managementrockingsindi
For students and specially of Management, it is very difficult to solve casestudy and that too from different angles. Here is one of the casestudy from the Book "Human Resources Management: Text and Cases
By Rao". There are many points included wich are sayings of Experts too.
In this webinar, Cushing Anderson, IDC’s IT Education and Certification Research Program Vice President, and the author of our recent report, will help organizations understand how to strategically align learning programs with organizational goals to impact the business. Cushing will walk attendees through the metrics that learning can impact, the levers to maximize impact, and the outcome of a successful framework. Alongside our President of Udemy for Business Darren Shimkus, Cushing will dive into:
- How to link learning initiatives to strategic issues
- How to create a framework that maximizes the impact of learning, through intention, relevance, - consumption and reinforcement
- The types of value that can be witnessed through learning, including time savings, increased productivity, and faster onboarding
- How the L&D team at Udemy for Business maximizes learning impact across the organization
An Insider's Look at Udemy for Business Product WebinarUdemy for Business
60% of employees think their companies don’t offer adequate opportunities for them to develop professionally.
See first-hand how Udemy for Business partners with high-performing companies like PayPal, Lyft, Booking.com, Adidas, and Pinterest to fuel a culture of learning and elevate the perception of L&D.
- 2,500+ of the top rated, freshest courses for professional development
- Social learning tools that extend the role and impact of L&D
- Reporting that delivers actionable insights for effective learning
- Mobile technology to learn on the go
- 24/7 customer success dedicated to supporting your company every step of the way
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
Publicis Sapient, a business and engineering consulting firm, upskilled their workforce in the latest Artificial Intelligence (AI) and data science skills to help redefine their business and capture revenue growth.
In this webinar, Ian Stevens, North America Learning and Development Lead at Publicis Sapient, shares how his L&D team created learning programs at the speed of business to upskill their consultants to become digital transformation leaders.
You’ll walk away with:
- A proven push-pull blended learning program that quickly upskilled employees
- How to tie learning with hiring & staffing priorities to motivate learners
- Ways to build shared accountability with both employees and leaders
- Tips to align learning with performance and revenue
- Lessons learned on how L&D can play a pivotal role in driving revenue and transforming your business
There are massive changes happening in talent management that require companies to implement talent acceleration strategies. These changes create a great impact on staffing and people processes, but also create risks for business capability and continuity. This webinar will give you a firm grounding in what you need to know and how your company or organization can respond to the new agile marketplace.
Join us for this trend-setting 40-minute webinar & learn:
The four big problems most companies face.
Three tactical strategies to implement now.
Defining the talent acceleration challenge.
The value of talent acceleration – effective metrics to quantify business & people impact.
In this age of digital transformation, the speed of business propels at breakneck pace. Thirty years ago, companies moved much slower, akin to a Class-II whitewater rapid. The executives at the helm of the lead boat negotiated the rapids dragging everyone else behind in another boat. Support functions and many individuals definitely didn’t have a place in the lead boat, but it didn’t matter much, as the convoy still succeeded moving at a manageable pace.
But today, companies demand agility, responsiveness, and foresight as they traverse dangerous Class-VI rapids. Insufficient or ineffective communication fostered or hindered by Relevancy of individuals and Teams across all disciplines leaves your organization perched precariously on the edge of a major crisis, potentially provoking financial catastrophe, deteriorating customer loyalty, and brand presence.
Damage comes in more insidious forms as well, including the repercussions of ineffective production and communication, or the cancer of a toxic organizational culture. Despite these treacherous waters, we are still often not asked to be part of the lead boat. Pat Bodin, the best-selling author of Get in the Boat: A Journey to Relevance, will discuss organizational relevance and actionable items to give you the opportunity to earn a seat in the lead boat.
Impacts of Organizational Relevance include:
For the Individual:
Elevates their awareness of the needs of all groups within the organization
Broadens their visibility to the core operations in support of its’ needs
Creates improved job satisfaction and belonging
For the Organization:
Strengthens the working relationships across all disciplines and improves retention
Fosters Talent Development
Drives performance through common focus between individuals and groups
Are you connecting with critical talent audiences through your digital communications? This 30+3 Webinar takes a close look at key strategic elements of digital employee and employer brand communications. From channel selection to media effectiveness, we'll examine the changing dynamics of digital communications.
EMPLOYEE EXPERIENCE BREAKTHROUGHS - THE HR TECHNOLOGY SHIFTHuman Capital Media
Offering a best-in-class employee experience has become critical to organization success in everything from attracting to engaging employees, yet leaders struggle with how best to understand and act on the holistic employee experience. In this webinar, two of Qualtrics’ employee experience thought leaders will discuss the technology and mindset shift needed to effectively measure and manage EX, examining how technology is leading to breakthrough organizational insights and cultural transformation.
This webinar will cover:
How to utilize technology to drive a culture of feedback and improve your employee experience
Innovative ideas and best-practices regarding employee listening through technology
Recommendations for getting started
As various organizations of different sizes have started absorbing more of training – classroom, online or a blend of both, the employee’s path of progression gets clearer and clearer and when he/she see the interest the organization has vested in their growth, there comes a sense of motivation, a sense of involvement, a sense of participation and the willingness to stay and perform and grow. At the end of the day, when the organization invests in building a workforce for the future, every bit they invest into their employee will pay off both in the financial sense as well as in employee engagement.
10 Ridicuously Simple Reasons Why Training is So ValuableJohn DeGaetano
Presentation explores the value of training in a downed economy coupled by the fact that few employees in general, based on their education are already workplace smart when they enter the workforce.
For book purchase, licensing for the stage or more information please visit our website.
Watch video: http://youtu.be/bBvlJYTpW5g
Available on Amazon from John DeGaetano Productions
http://www.amazon.com/author/johndegaetano
http://www.johndegaetanoproductions.com
Meaning of Training and Development ,objectives of Training and Development ,Methods of Training and Development and Methods of Training and Development used in IBM
Tips to help bypass the top five learning industry roadblocks. Whether you’re trying to keep afloat in today’s economy or your Learning & Development organization is sailing through smooth waters, you probably face daily challenges to improve training products within budget. Listed on the following page are five challenges learning leaders throughout our industry have pinpointed as their top roadblocks.
Training is concerned with helping people to acquire the knowledge, skills and attitudes necessary to do the work for which they are employed. It must create changed behaviour. Training today has become an integral part of any organization’s operations.
Training means changing what an employee knows, how he works, and his attitudes towards his work or his interactions with his co-workers or his supervisors.
This method of training helps the trainer to reach many people at the same time and is widely used to impart knowledge based training programmes.
E-Learning Strategies for Business – A SHRM Seminar, Bill RobinsonThe HR Observer
The evolving virtual and electronic learning platforms are revolutionising Learning & Development. This session will discuss how e-Learning supports an agile workforce while building employee competencies that have tangible business outcomes. Low cost training methods coupled with higher quality learner experiences are increasing job performance to the point of creating a competitive advantage for those organizations leading the way. Specific examples will relate to blended learning models, continual education credits for professionals and case studies from Skill Soft, E-Cornell and online academic degrees.
5 Reasons Why You Don’t Train Your EmployeesEduson.tv
Why do small companies refuse to train employees?
Almost every business owner has a couple really good
reasons for that. We’ve guessed five.
Do you agree with them?
10 Tips on New Hire Orientation & OnboardingEduson.tv
- 69% of employees choose to stay in the company as a result of onboarding program.
- It takes 1 year for an average new employee to become fully productive.
- 49% of millennials claim they need a better onboarding process.
In this white paper you’ll get:
- 10 tips on better onboarding with infographics.
- Best practices from global brands (IBM, Toyota, Master Card, etc.).
- 2 big onboarding mistakes you are likely to make.
Все любят бизнес-кейсы. Об этом говорят наши клиенты, это подтверждает статистика прохождения курсов. Всего 10 минут – и компетенция у вас в кармане. Как писать деловые письма, как вести переговоры о цене, как уволить сотрудника? В чем преимущества кейс-метода –
Узнайте о принципах бизнеса Олега Дерипаски, почему имидж так важен для бизнеса, чем может быть полезен кризис, а также от чего придётся отказаться, прежде чем начать бизнес. Мы рассмотрим кейсы компаний Базовый элемент и Русал. Презентация будет интересна руководителям и владельцам компаний.
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Узнайте, на какие вопросы нужно ответить при составлении презентации и что такое "презентация в лифте". Также мы расскажем, почему нельзя использовать слайды в качестве раздаточного материала, что такое модель SUCCESs и "проклятие просвещённого".
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How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
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Ethnobotany and Ethnopharmacology:
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Bio-prospecting tools for drug discovery,
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For more information, visit-www.vavaclasses.com
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The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
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Model Attribute Check Company Auto PropertyCeline George
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2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
2. WHY CALCULATE ROI?
Elearning specialists constantly face a lot of ‘why’ questions:
— Why is eLearning indispensable for the company?
— Why does it need special (and increasing) budget?
— Why can’t online courses be replaced with
conventional mentoring or training?
It isn’t always easy to prove
the worth of eLearning.
3. Like any other cost center in the company, L&D department
has to show that it delivers real benefit to an organization. If it
can't demonstrate such value, then it is likely to not get
support within the company.
Every L&D specialist can easily name a number of reasons
why a company should take advantage of eLearning
programs. Flexibility, standardization, repeatability,
accessibility and convenience are the first to come to mind.
But not for the senior management.
Studies show that companies are still skeptical about the
value of free online courses (today 70% of employers still do
not trust the credibility of their completion).**
WHY CALCULATE ROI?
As executives watch eLearning budgets grow, they need clear
evidence showing that eLearning programs can really help
performance. To that end, the use of return-on-investment is
emerging as an essential part of L&D evaluation system.
*The Learning Insights Report / City & Guilds Kineo, e.learning age
** “Moocs are treated with suspicion by students and recruiters” / Della Bradshaw
There is money for training
but it has to show that it
improves sales or
performance; if it doesn’t it’s
not considered important.*
«
3
4. FOR WHOM?
As a training professional, your view of ROI may vary from the
executive team’s. Your primary job is to make sure that the
budget allocated for training is used in the most effective way:
employees get the knowledge they need in the way they prefer.
Unfortunately, this isn’t always easy to explain to other
significant team members.
CEO/CFO
At the C-level, it’s all about quarterly and annual
revenue and earnings. Most importantly, managers
at this level are first and foremost focused on ‘hard
dollar’ (tangible) measurement. While qualitative
value of eLearning may seem quite vague,
calculating ROI will provide them with quantitative
results and enable decision making.
L&D staff
Corporate trainers can form a strong inner
opposition to eLearning development. They often
consider digital courses as a competitor
threatening their jobs, and their fear is not rootless.
The spendings on corporate training constantly
grow (over $70 Billion in the US in 2014, according
to Bersin by Deloitte) and trainers’ fees account for
½ of that costs.* Therefore, they are interested in
eLearning (which eliminates most of these costs)
being underestimated.
Employees
Sometimes eLearning specialists need to
overcome their colleagues’ resistance, especially
where the elder generation is concerned. In some
cases up to 85% of employees prefer traditional
instructor-led classes instead of digital learning.
Demonstration of ROI can help decrease the level
of resistance among the staff and show how it
saves the money for the company’s rapid growth.
* 2014 Corporate Learning Factbook / Bersin by Deloitte
4
5. «A sharp increase in sales can be a
consequence of a well-thought education.
Or that the competitor’s store has just
closed and consumers have no choice
but switch to you.
P. Bezyaev
Head of Knowledge Management Department, Gazprom Neft
5
6. WHAT WE DO INSTEAD
OF ROI CALCULATION
Employees’
Feedback
Control
Questionnaires
and Tests
Control Groups HR Metrics
6
7. WHAT WE DO INSTEAD
OF ROI CALCULATION
Employees’ Feedback
Often L&D departments collect feedback from the employees to
understand how well the training was perceived. Did they feel that
the course was a valuable experience? Did they like the topic, the
material, the way it was presented? The employees’ opinion is
definitely valuable but it has nothing to do with the real and tangible
impact of eLearning on business goals evaluation.
Control questions and tests
How much has the trainees’ knowledge increased as a result of the
training? It’s important to measure this, but again, the fact that
employees know what to do does not guarantee that they apply
this knowledge.
Control groups
After the digital course completion the staff who did not take the
course is used as a control group. Then the production results of
the two groups are compared in order to find any correlations. The
use of this approach appears to be reasonable only for the simple
and short-termed processes (e.g. lead response time, number of
solved tickets, etc.). While most of business processes are much
more complex, the control group method proves to be insufficient.
HR metrics
Sometimes the level of employee retention, satisfaction and loyalty
may be considered as a result of successful eLearning. But the
other factors such as salary, career opportunities, corporate culture,
etc. can turn out to be much more important for the people.
7
8. WHAT IS ROI OF
ELEARNING?
ROI =
Despite heightened application of ROI as a measurement
strategy, there remains much confusion about how to measure
the ROI of eLearning methods.
As it appears from the abbreviation, ROI is a measurable unit
that represents an excess of value received over the cost
incurred for the program. A successful eLearning program will
deliver greater returns than costs.
Value
(Positive Impact of eLearning)
Investment (Costs)
Here the “value” can be viewed from
several different perspectives:
— Efficiency
— Effectiveness
— Productivity
The “investment” here means the cash devoted to a
project, as well as less tangible items, such as the
opportunity costs of having employees in training
rather than on the job.
Achieving the same results with lower costs
Achieving better results with the same costs
Achieving better results with lower cost
8
9. APPLYING ROI FORMULA
To fully compare the value of eLearning to the value of an
instructor-led program you need two comparable studies with the
same calculation process in which a string of benefits and costs is
developed for both scenarios.
This can result in radically different cost amounts, because of the
savings generated with travel, lodging, classroom facilities,
instructor cost, etc. If the ROI is higher for the eLearning delivery
alternative, then it represents a good approach from the economic
perspective.
To train 3,000+ employees by sending them to
classroom training was both price-prohibitive and
not as effective as it could be. We improved the
interpersonal skills of our Sales Associates
through delivering eLearning solution and
dramatically improved our performance results*
* Ken Gregson, Director Variable Operations, Learning & Performance, AutoNation /
www.alleninteractions.com
«
9
10. According to Bersin by Deloitte, there are over 500 LMS vendors on the market.* Their price may vary greatly
from one platform to another, so each company can find a solution at a reasonable price
(e.g. Eduson LMS + Course Library price starts at $5 per employee per month).
COSTS & BENEFITS
Investment (or cost)
This component addresses the question "What will it cost
me to put eLearning in place?" and includes:
— Personnel
— eLearning Technology
— eLearning Content
Return (or benefit)
This component of the ROI addresses the question
"How will embracing eLearning help me?" and includes:
— Eliminated travel and lodging costs
— Decreased instructor costs
— Decreased employees’ work time spending
— Flexibility
— Minimum disruption
— Personalized learning
* Predictions for 2014 / Bersin by Deloitte
«
10
11. THE INVESTMENT
Personnel
This investment unit consists of cost of people (both internal
and external consultants) that will be needed to build the
program. Personnel costs may seem straightforward to
identify and track, but not always, especially when existing
staff are pulled into an eLearning team while also playing other
(non-eLearning) roles.
eLearning Content
Major costs should also include content development (in case
unique content needs to be created), or ready-made content
acquisition costs.
eLearning Technology
eLearning is largely a technology driven process.
When calculating the cost for technology, organizations must
consider what new technologies (Application tools, Virtual
Classrooms, Learning Management Systems, Remote
Learning infrastructure etc.) are needed, as well as the cost of
changing any existing technology.
Also, in some cases organizations need to tailor newly
acquired technology to assimilate it into the company's
existing IT infrastructure.
11
12. Typically, the time an employee must spend being
trained is reduced by about 40% using eLearning
(cases of Xerox, IBM and Federal Express)*
THE RETURN (1/2)
Eliminated travel and lodging costs
Training-related travel and lodging costs are the biggest
reason large corporations implement eLearning. These costs
are a major component of any ROI calculation, and eLearning
can dramatically reduce such costs.
Decreased instructor costs
No matter whether the training is led by a famous coach or a
company staff member, it is always much cheaper to have
this person record the lecture once than speak in person at
each location for many times.
Decreased employees’ work time spending
eLearning offers individuals and groups of learners the
flexibility to learn anywhere and anytime. As it turns out in
practice, a large part of employees prefer to take online
courses on their way from home to work, as well as on
weekends and vacations.
* E-Learning Benefits and ROI Comparison of E-Learning vs. Traditional Training /
SyberWorks.
«
12
13. THE RETURN (2/2)
Flexibility
The benefit of flexibility can be measured in terms of a cost.
For instance: how many employees don't learn (how to follow
a new process, or how to operate a new tool) because of a
rigid learning schedule, and what does it cost the company as
a result?
Personalized learning
Even within classrooms of apparently homogeneous learning
groups there will be "outliers" who hold back the learning
pace of the entire group. With eLearning, individuals can learn
at their own speed, due to personalized learning, which is
more efficient in delivering content.
Minimum disruption
Any disruption to a company’s standard operating procedures
has a cost associated with it. ELearning causes minimum
disruption to an organization’s "routine". For example, orders
might be delayed, schedules may be changed, inventory
might not be updated – all because staff members are at
offline training. Companies could hire extra staff, or pay
employees overtime to complete their usual tasks after
hours. That adds to costs too.
13
14. IBM eLearning program for managers
enabled them learn 5 times more material
through eLearning — without increasing
time spent on training.
Bersin by Deloitte
Predictions for 2014
«
14
15. EXAMPLE OF ROI CALCULATION
This is how we calculated ROI
of eLearning project for one
of our clients (a financial
organization).
You can use this template or
create a new one for your
company.
Download here the excel
model to calculate ROI for
your company.
15
16. Free ROI Calculators:
No time for creating customized ROI calculation? There are
some ready-made eLearning ROI calculators which can be
useful for evaluating online training performance:
— www.caelearning.com
— www.bridgefront.com
— www.aadm.com
Complete the fields to calculate and compare the costs of
online and instructor-led training.
Click to open direct links
ROI CALCULATORS
16
17. SO, WHAT SHOULD
L&D MANAGERS DO?
Of course, the main work starts after
an eLearning ROI is being calculated.
The main questions that
should be asked when you know
the exact figures are:
How can we
achieve better
results?
«
How can
we decrease
costs?
«
17
18. «For each dollar budgeted for corporate
training, 80% goes to administrative
overhead, and just 20% goes to the core
instructional design process.
Justifying E-learning: ROI and Impactful Training
www.tatainteractive.com
18
19. Although there could be no universal tips for improving
ROI of eLearning, some points are quite common
for any kind of organization:
● There are always some administrative costs that could be
lowered. Identify “black holes” that consume your training
budget and get rid of them.
● When planning training curricula, address real and high-
leverage skill/knowledge gaps, not perceived or just-in-
case/just-because needs.
● Always consider outside vendors of eLearning courses,
especially where the common topics and skills are
concerned. Why spend thousands of dollars and hundreds
of hours developing a new course, if you can purchase a
ready-made one at a reasonable price?
SO, WHAT SHOULD L&D MANAGERS DO?
The Bank of New York Mellon, discovered that it had
more than 9,000 courses in its global training catalog
and fewer than 10 percent of those were being used*.
Identify “black holes” in your
training budget and get rid of them!
* Predictions for 2014 / Bersin by Deloitte,
«
19
20. In conclusion, it is important to understand
that eLearning is not only an attractive
solution in terms of economic downturn but it
is also an efficient and cost-effective solution
when employees need to be quickly educated
on relevant knowledge and skills, in spite of
their location and time zone. By accurately
calculating the cost of a training program,
eLearning professionals will be able to easily
justify the investment in the program and
decide if eLearning is ultimately a viable
solution.
Try to think like a CEO/CFO
Imagine their arguments trying to influence decision on training
objectives, budget and tools. Be able to talk the language of ROI and
address hard dollar ROI requirements. Show that you get clear
understanding of the company’s goals and willing to pursue them –
to increase shareholder value through performance and cost
containment.
Explain the value of qualitative benefits
Propose your management to consider the contribution of soft dollar
qualitative results of eLearning. Work hard to tie your proposals for
budgets, timelines and tools to metrics that connect to hard dollar
ROI performance and added value. These messages play a
significant role in increasing the proportion of annual budgets
devoted to eLearning projects.
HOW TO APPLY ROI
FOR EXECUTIVE
DECISIONS?
20