Training one’s employees represents a cost. It also requires time and workforce mobilisation. Distance training, classroom-based training, or both? This implies making strategic choices according to available logistic and financial means. But what results can be expected? Are the benefits genuinely tangible?
Training, a patent springboard to success
Vocational training is a fantastic asset for the future of companies, even if they are not necessarily aware of it. Indeed, there is a relationship between increasing employee skills and company productivity.
As early as in 2009, it was estimated that “moderate training effort made within a company is associated with a productivity gain of circa 1% relative to a company that does not implement training. This moderate effort corresponds to 11 hours’ training per company employee. “*
Just a few hours of training for a 1% productivity gain! Even though the number of training hours dispensed is not proportional to the productivity gain, there is no need to be a keen economist to grasp the benefits of training.
Companies must back their employees, this precious value-creating force.
ROI measurement facilitated through digital learning
When a company makes an investment, for internal training in the present case, it is only legitimate for it to wish to measure the impact of this action. But how can it do so?
In digital learning (i.e. training using the computer as a performance vector), the LCMS and LMS platforms can provide precious indicators, facilitating the measurement of return on investment for training courses.
These must fit into a global context that includes other estimation factors.
Based on the principle that a company’s human resources are a key source of value creation and that there are ways of assessing training efficiency, the answer to the question “What is the point of training one’s employees?” becomes obvious: to support and ensure the company’s growth!