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How do you prove the ROI of workplace learning?

PA Consulting’s Nick Shackleton-Jones, a people and talent expert, discusses whether businesses can provide the ROI of workplace learning.

Nick believes until the approach of L&D functions change, it will be unable to demonstrate an ROI because “there isn’t one”.

“The overall picture is that it’s costing a lot of money to take people off the job, but it’s not having an impact. In other words, you’re not going to get an ROI for L&D using existing approaches,” he says.

Instead what is required is a “shift in mindset from structural towards user-centred design”, he argues.

“So the focus changes from ‘Have you learnt this information and how do you rate it?’ to ‘What is your job and how will this help you perform more effectively?’” says Nick. “Taking this tack helps to solve the ROI problem because you’re solving the business problem.”

The article goes on to look at how Learning & Development’s impact can be measured. Nick’s view is that it’s about being able to show a clear picture of what the future will look like. He says: “For example, by saying ‘This is currently Bob’s experience when he joins the organisation, but in future, it will be that’. L&D has huge potential to really make an impact on people’s performance, but in many instances, it will require new ways of thinking.”

Read the full article in Raconteur

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