With an increased focus on microlearning, gamification and engagement metrics, outcomes of L&D programming become hard to trace. It can be challenging to associate the dollar investment in corporate learning with meaningful outcomes the executive team can quantify—like the number of internal promotions, average retention rate, or number of newly certified employees skilled to fill organizational gaps.
In our talk, we address approaches to these challenges and share how the D2L for Business learning technology suite helps L&D and HR leaders get crisper and more effective with their skills-based strategy—creating programming that executive teams can confidently support.
Learning Objectives:
How to associate ROI with skill development
What you can do today to better understand your industry and organizational skill needs
How you can leverage skills needs to drive better learning programs across your company
How to refine your learning program by continuously using data on adoption
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