The 31st NITAD Annual Trainers’ Conference focuses on 'Learning and Development: The Key to Thriving in a Digital World,' scheduled for August 2024 in Abuja. It discusses the importance of e-learning, its ROI, and strategies to enhance corporate learning investments by aligning training with organizational goals, utilizing effective methods, and engaging employees. The document emphasizes the need for continuous monitoring and assessment of training effectiveness to maximize returns on learning investments.

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31st
NITAD Annual Trainers’ Conference
Theme: “Learning and Development:
The Key to Thriving in a Digital World”
Date: 20th
- 22nd
August, 2024
Venue: Maryam Babangida National
Center for Women’s Development,
Tafawa Balewa Way, Abuja

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Maximising ROI on Digital Learning
Investments
Facilitator: Abba-Abdulkadir Hassan-
Hadejia, FITD
Chief Learning Officer, Cadabra Consulting
Ltd.

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Understanding the Benefits of eLearning
• eLearning allows enterprises to elevate
skill sets and provide access to learning
and development programs irrespective of
location.
• It makes L&D immensely scalable, reduces
training costs, and drives upskilling and
reskilling programs by enabling anywhere,
anytime learning.

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• eLearning ROI calculates the cost of
developing and disseminating training
programs on eLearning platforms against
the benefits or value accrued.
• It provides a financial justification for the
investment and evaluates the monetary
advantages of delivering online/hybrid
training programs.
What is eLearning ROI?

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Factors that influence e-learning ROI
When measuring the ROI of e-learning, there
are several factors to consider, such as:
• The initial investment in the e-learning
content and the learning platform itself.
What were the total costs of designing and
implementing the e-learning?
• In addition to the costs, of course, is also the
monetary value of the time spent by
employees at completing the e-learning
(after all, time is money, in a company or
organisation).

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Factors that influence e-learning ROI,
cont’d…..
• The quality of the e-learning content. Poorly
designed or irrelevant e-learnings are
unlikely to lead to significant improvements
in employee skills or performance, which can
negatively affect ROI.
• That's why it's essential to invest in high-
quality, engaging and relevant e-learning
content that meets the needs of employees
and the organisation as a whole.

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Factors that influence e-learning ROI,
cont’d…..
• The employee involvement in the e-
learning. If employees are not
motivated or interested in following
the e-learning, its effectiveness will
decrease.
• That is why it is important to promote
a culture of learning within the
organisation and to encourage
employees to actively participate in
the e-learning initiatives.

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• The extent to which the skills
learned are applied in practice. It is
therefore very important to set clear
learning goals, skills, or
competencies in advance that can
actually be measured.
Factors that influence e-learning ROI,
cont’d…..

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Maximizing ROI: Strategies to Optimize
Your Corporate Learning Investment
1: Align Training Initiatives with Organizational Objectives
To ensure maximum return on your corporate
learning investment, it's imperative to align
your training initiatives with your organization’s
comprehensive objectives.

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The right LMS can enable you to design and
align tailored training programs that cater
specifically to your company's goals and
strategies:
• Identify Key Performance Indicators
(KPIs): Determine the KPIs that matter
most to your organization, such as
employee productivity, sales growth, or
customer satisfaction, and design your
training program to target these key
areas.

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• Establish Clear Learning Outcomes:
Formulate learning outcomes that are
closely tied to your objectives to ensure
that your training initiatives are focused
on driving success and growth for your
enterprise.
• Develop Role-Specific Training: Create
targeted training programs for various
job roles within your organization based
on the skills and competencies required
for each position.

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• Collaborate with Stakeholders:
Collaborate with department heads,
team managers, and other key
stakeholders to ensure that your
training initiatives address the
critical challenges faced by each
business unit or department.

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2. Use Common Methods of Employee Training and Learning
• Effective corporate training is becoming a
critical factor for reskilling and upskilling,
employee morale and organizational
retention rates.
• But with an abundance of methods to
choose from, you need to choose the
ones that best support your individual
organization and learners.

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A few of the most common learning
and development methods include:
• Instructor-Led Training: Instructor-
led training (ILT) is the most
traditional method for employee
learning, while it generally occurs at
an on-site location it can be part of
an eLearning program.
• ILT may be most effective for
complex material because direct
interaction and questioning are
possible.

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• Due to travel, lodging, facility and
material expenses, as well as the
time that is needed for each session,
this type of training is also the least
scalable when it’s the sole training
method of an L&D program.

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• Technology-Based Learning:
As technology continues to grow, there
are increasingly diverse options to use
for online learning, and organizations
and their employees often value these
opportunities because of the scalability,
personalization and flexibility they offer.
Some of the major LMS include;
eLearning courses, VILT, Gamification,
Social Learning, Virtual Reality (VR) and
Augmented Reality (AR)

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3. Optimize Learning Content to Drive Employee Engagement
Engaging and interactive learning content is
vital to the success of your corporate training
program. An effective LMS will enable you to
create immersive and personalized learning
experiences that empower your employees to
excel in their roles:
• Diverse Content Formats: Leverage the
wide range of content formats, including
videos, e-books, simulations, and podcasts,
to cater to the diverse learning preferences
of your workforce.

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• Microlearning: Embrace microlearning
by creating bite-sized learning modules
that deliver specific, focused learning
objectives, enabling employees to
quickly digest information and apply
their knowledge.
• Personalized Learning Paths: Develop
individualized learning paths that take
into account each employee's unique
skill level, role requirements, and
learning style for a more relevant and
engaging learning experience.

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• Continuous Content Improvement:
Periodically review and update your
course content based on employee
feedback, industry trends, and
organizational changes to keep your
training programs fresh, relevant, and
impactful.

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4: Monitor Employee Progress and Provide Feedback
• Continuous monitoring of employee
progress, along with providing constructive
feedback, is essential for the success of
your training program and maximizing
your ROI.
• This facilitates regular progress tracking,
enabling you to keep employees
accountable, identify knowledge gaps, and
offer timely support:

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• Tracking and Reporting: Effective LMS’s
have robust tracking and reporting
capabilities to monitor employee progress,
assess performance, and identify skill gaps
that may require additional training or
support.
• Automated Notifications and Reminders:
Implement automated notifications and
reminders to encourage employees to
stay on track with their training and
remain accountable for their learning
progress.

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• Timely Feedback: Provide regular
feedback to employees on their
performance to help them identify
areas of improvement and recognize
their success in mastering new skills
and knowledge.
• Encourage Goal Setting: Motivate
learners to set personal training
goals and celebrate their
achievements as they progress
through their learning paths,
instilling a sense of accomplishment
and ownership.

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• Dashboard and Reports: Harness
the power of LMS dashboard to
access real-time insights and
performance data, helping you
identify trends, track training
progress, and measure the impact of
your efforts.
• Course Evaluation: Conduct regular
course evaluations to gather
employee feedback, identify areas of
improvement, and make data-driven
adjustments to your learning
content and processes.

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• Skill Gap Analysis: Analyze employee
skills and competencies to identify
critical gaps and opportunities for
further training and development.
• ROI assessment: Assess the overall
success of your training initiatives by
measuring the return on investment in
terms of improved employee
performance, increased productivity,
and other quantifiable metrics.

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Measuring the ROI of Corporate Learning
• Just as employee learning is an
investment by the organization,
measuring the return on investment
(ROI) of this training is an expenditure
of time and money as well.
• However, both of these actions are a
necessity for organizational growth
and, if implemented successfully, are
profitable and invaluable investments.

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The formula most commonly used to determine ROI for corporate
training programs is the benefits or net profit of the program minus
the training costs divided by the overall program costs:
Traditional ROI Formula
Training Benefits – Training Cost
Training Cost
eg. N50,000 – N10,000 X 100
N10,000
= 40,000 X 100 = 4 X100 ROI = 400%
N10,000
X 100 = ROI

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The Kirkpatrick’s Model
Developed in the 1950s, the Kirkpatrick model is employed by L&D professionals
worldwide to accurately measure training effectiveness. This model has four levels of
evaluation which are:
Level 1
Reaction: Assesses the reaction level by
measuring user feedback and evaluates the
degree to which the learners found the
course contextual, engaging, and important
for their jobs.

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The Kirkpatrick’s Model
Level 2
Learning: Evaluates the degree of learning
outcomes and assesses whether participants
have acquired the knowledge, skills, and
attitudes based on the program.

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The Kirkpatrick’s Model
Level 3
Behaviours: Evaluates whether training has
introduced behavioral change and whether
participants are actively applying their
learnings at work.

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The Kirkpatrick’s Model
Level 4
Results/Impact: Evaluates the final results
because learners participate in the training
using methods such as Net Promoter Score
etc.

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Pre-Self Assessment

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Post-Self Assessment

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•Flexibility
•Cost-Effective
•Accessible
•Limited Interaction
•Technical Issues
•Limited Hands-On
Learning
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Pros and Cons of e-Learning

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• E-learning offers numerous benefits, such as
flexibility, cost-effectiveness, and
accessibility. However, it also comes with its
own set of challenges, such as self-
motivation, limited interaction, technical
issues, and limited hands-on learning.
• Therefore, weighing the pros and cons and
considering your learning style and goals is
important before deciding if online
education is proper for you.
Conclusion

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“Investing in training and development leads
to the most significant return on investment
a company can have.”
J.P. George

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Thanks for listening……