Talent Development ROI: Measuring Impact and Maximising Value

Updated On: August 23, 2025 by     Aaron Connolly  

Understanding Talent Development ROI

When we talk about talent development ROI, we’re really looking at the financial payoff from investing in employee training and growth. If you want to get strategic about human capital, you need clear ways to track how these programmes actually move the needle for performance and business results.

Definition of Talent Development ROI

Talent development ROI shows us the financial benefits we get from training programmes compared to what we spend. We figure this out by dividing the monetary gains from better performance by the total investment in development activities.

This calculation takes into account both the direct costs—like training fees—and the less obvious ones, such as the time employees spend away from their usual work. Talent development covers everything from training sessions and workshops to leadership coaching.

Common ROI metrics? Here are a few:

• Revenue increase per trained employee
• Productivity improvements in output
• Cost savings from fewer errors or inefficiencies
• Retention rates and lower hiring costs

We usually express ROI as a percentage or ratio. So, if you see 150% ROI, that means for every £1.00 invested, you gained £1.50.

Key Drivers of ROI in Talent Initiatives

A few things really shape the return you get from talent development. Alignment with business goals stands out as the top driver.

When programmes support strategic objectives, they deliver bigger results. Targeted skills training that fills real performance gaps tends to show impact much faster than generic learning.

Employee engagement also plays a huge role. Motivated people actually use what they learn and stick around longer.

Other key drivers:

• Clear learning objectives tied to job performance
• Frequent feedback and progress checks
• Manager backing for applying new skills
• Content that’s relevant to daily work challenges

The quality of training delivery matters too. People learn more from interactive, hands-on sessions than from endless lectures.

Benefits of Measuring ROI

When you measure talent development ROI, you give leadership solid proof that programmes work. That makes it easier to justify budgets and get buy-in for future initiatives.

Tracking ROI lets you see which programmes deliver and which don’t. You can double down on what works and cut what doesn’t.

With regular ROI tracking, you can spot problems early and tweak programmes before wasting more resources.

Other perks:

• Better programme design based on data insights
• More precise targeting of training to the right employee groups
• More credibility for HR and learning teams
• Clearer communication of value to stakeholders

Talent Development ROI and Business Outcomes

Talent development ROI only matters if it ties back to business performance. Companies see the biggest wins when training boosts productivity, sparks innovation, and lines up with strategic goals.

Linking Talent Initiatives to Business Performance

We need to connect training directly to business results. The strongest ROI comes from programmes that fix real performance problems.

But let’s be honest, companies often struggle to show this link. Only about 10% of organisations say they can clearly measure returns on leadership development—even though the industry spends over £300 billion a year.

Key performance indicators to watch:

• Revenue per employee
• Customer satisfaction
• Time-to-market
• Quality metrics

The best programmes start by pinpointing business problems. For example, if sales conversions are lagging, design training around negotiation or product knowledge.

Set baseline metrics before you start training. Then check those same metrics three to six months after.

This way, you can draw a straight line from what you invested in people to what you got out of it.

Impact on Productivity and Efficiency

Training can seriously change how quickly and efficiently teams work. Well-structured programmes often cut task times by 15-25%.

Typical productivity gains:

• Faster project delivery
• Fewer mistakes
• Smarter use of resources
• Smoother workflow

Innovation usually follows productivity-focused training. When people pick up new tools or methods, they often find better ways to tackle problems.

Digital skills training stands out. Teams using new software or automation tools often finish tasks 30% faster.

But don’t just measure speed—quality matters too. Working faster but making more errors doesn’t help your ROI.

Use dashboards and regular audits to track these changes.

Supporting Organisational Goals

Strategic alignment takes ROI from good to great. Training must tie back to company goals to really count.

Some alignment strategies:

• Link skill-building to strategic priorities
• Create career paths that fuel business growth
• Build capabilities for future market shifts
• Develop leadership pipelines

When talent programmes support your organisation’s goals, they create real momentum. Employees level up, and the company gains an edge.

The best results come when senior leaders help plan programmes. That way, training tackles real business needs—not just generic skills.

Check in regularly—quarterly works well—to keep everything aligned as priorities change.

Companies that align talent strategies with business goals report 23% higher revenue growth. That’s not a small difference.

If you want human capital to be a true asset, make sure your development programmes directly support your organisation’s success.

Key Metrics for Measuring ROI

To measure talent development ROI, you need to track financial returns, performance improvements, and engagement shifts. These numbers help you see which programmes actually deliver and which ones might need a rethink.

Financial Metrics and Calculations

Cost per hire tells you what it costs to bring someone new on board. That includes ads, agency fees, and staff time on interviews.

Training cost per employee breaks down your budget by person. Just divide total training spend by the number of people who participated.

Here’s the basic ROI formula: (Net benefits – Total training cost) ÷ Total training cost × 100. Net benefits cover things like higher productivity, fewer errors, and better sales.

Revenue per employee reveals how much each team member brings in. Compare before and after training to spot improvement.

Productivity gains show up as increased output. For example, if customer service handles 20% more calls after training, that’s value you can measure.

Reduced recruitment costs come from better retention. Every time you don’t have to replace someone, you save money.

Performance and Output Indicators

Skills gap assessments show how much training closes capability gaps. Test before and after to track progress.

Quality improvements mean fewer errors, less customer grumbling, and higher standards. That directly affects your bottom line.

Time to competency tracks how quickly new hires get up to speed. Good training should shrink this window.

Internal promotion rates tell you if your programmes actually prepare people for bigger roles.

Project completion rates and meeting deadlines usually improve with better skills. Keep an eye on these before and after training.

Customer satisfaction scores often jump after relevant training. Check survey feedback to see if service quality improves.

Engagement and Behavioural Measures

Employee retention rates show how long people stick around after getting development opportunities. Calculate turnover costs to see the financial impact.

Training completion rates tell you if people actually finish learning programmes. Low rates might mean the content or delivery needs work.

Knowledge application asks if people use what they’ve learned. Watch for behaviour changes and new skills in daily work.

Employee satisfaction surveys reveal if staff value development opportunities. Happier staff usually perform better and stay longer.

Career progression tracks how many folks move up after training. This shows whether your programmes create lasting impact.

Peer feedback and 360-degree reviews can uncover soft skill improvements or leadership growth that numbers alone might miss.

Frameworks and Reporting Principles

Talent development reporting principles help standardise how we measure and talk about ROI in learning. These frameworks give us a common language for human capital metrics and structured ways to show how learning outcomes fit with business objectives.

Overview of Talent Development Reporting Principles (TDRp)

TDRp lays the groundwork for measuring and reporting on learning & development investments in a consistent way. It brings a business mindset to human capital management with standard measurement approaches.

The framework sorts metrics into three main buckets. Outcome measures track business results from learning. Effectiveness measures look at how well programmes hit their learning goals. Efficiency measures gauge resource use and cost control.

TDRp gives standard definitions for learning metrics. This clears up confusion when you compare results across teams or companies. Benchmarking becomes a lot easier when everyone speaks the same measurement language.

The framework pushes for aligning discretionary learning with company goals. Basic skills and compliance programmes don’t always need this, but strategic investments should tie directly to business objectives.

Types of Talent Reports and Statements

TDRp suggests three main report types to show the value of learning programmes. Each one serves a different audience and purpose.

Operations reports offer detailed metrics for learning teams. Think participation rates, completion stats, and immediate outcomes. These help manage programmes day-to-day and drive improvements.

Programme reports focus on specific initiatives and their business impact. They connect learning activities to results you can actually measure. Use these to justify investment or spot areas for change.

Summary reports give executives a high-level view. They highlight big wins and progress toward strategic goals. These reports skip the details and focus on business impact.

Every report type should include planned targets, progress so far, and forecasts. This helps manage proactively, not just reactively.

Selecting Relevant Measures

Picking the right metrics means lining up your measurement strategy with what the organisation cares about. Focus on measures that actually inform decisions.

Start by identifying your department’s top goals for the year. These usually mix basic skills, compliance, and strategic projects that support company objectives. Choose metrics that link directly to these priorities.

Outcome measures should tie learning to things like productivity, quality, or revenue growth. Effectiveness measures might track skill gains, behaviour shifts, or knowledge retention.

Efficiency measures cover cost per learner, time to competency, or how well you use resources. Balance these based on what stakeholders need and how mature your programmes are.

Stick to key measures you’ll actually manage throughout the year. Too many metrics just muddy the waters. Set clear targets and track progress regularly.

When you apply these criteria consistently, human capital measurement becomes a lot more useful.

Strategies for Improving Talent Development ROI

You can seriously boost your talent development returns if you focus on three things. Strategic alignment makes sure training supports business goals, and building a learning culture keeps people engaged and growing.

Aligning Programmes to Organisational Strategy

The best talent development programmes tie directly to business objectives. Companies throw away millions on generic training that doesn’t solve their real problems.

Start by spotting the skill gaps blocking your organisation from hitting its targets. If you’re moving into new markets, upskill your team in languages or cultural know-how. If tech is shaking up your industry, put digital skills training front and centre.

Build a skills matrix that maps what you have now against what you’ll need. This shows where a strategic investment in training will really pay off.

Key alignment tactics:

• Tie training outcomes to business metrics you can measure
• Get department heads involved in designing programmes
• Set clear KPIs for each learning initiative
• Review programme relevance every quarter

Companies that align their talent programmes with business strategy see 37% higher employee engagement. They also waste less on training that doesn’t move the dial.

Continuous Learning Culture

When companies build a culture where learning never stops, they see real returns on their development investments. Employees who feel supported in their growth tend to stick around longer and actually perform better.

Make learning part of everyday work, not just something that happens in formal training sessions. Encourage peer-to-peer knowledge sharing and mentoring programs. Let people use work hours to develop new skills—don’t just squeeze it in after hours.

Essential culture elements:

• Regular skills assessments and feedback
• Clear career progression pathways
• Recognition for learning achievements
• Manager support for development goals

If employees already expect continuous learning, reskilling gets a lot easier. People adapt faster when their roles change or new tech shows up.

Companies with strong learning cultures usually keep 30-50% more employees. They fill 75% of senior positions from within, which saves a lot on recruitment.

Effective Resource Allocation

Smart resource allocation means you put your training budget where it actually makes a difference. Not every skills program delivers the same value for your organization.

Spend about 80% of your budget on building capabilities that directly affect revenue or efficiency. The other 20% can go to broader skills that help with satisfaction and retention.

Resource allocation framework:

• High priority: Skills that solve immediate business problems
• Medium priority: Leadership training for high-potential employees
• Lower priority: General interest courses with no clear business impact

Track what you spend per employee and keep an eye on outcomes. Sometimes, one expensive program does more than several cheaper ones.

Try blended learning—mix online modules with hands-on practice. It often costs less than classroom training and delivers better results.

Invest in tech platforms that scale your training. A decent learning management system can reduce admin time and make tracking much easier.

Upskilling and Reskilling for ROI

Companies spend about £970 per employee on workplace learning every year. The best programs close specific skill gaps and use methods that actually build new capabilities.

Addressing the Skills Gap

Skills gaps cost businesses real money. When teams don’t have key abilities, productivity drops and projects stall.

We need to pinpoint which skills are missing. Look at current performance data and future business needs. Don’t just guess—use employee assessments and manager feedback to find the gaps.

Most companies find the biggest gaps in three places:

• Technical skills for new tools
• Digital literacy
• Problem-solving abilities

Hiring externally to fill one skill gap costs about £19,800 per worker. Training your current staff is way cheaper.

Map out which roles need which skills. Make a simple chart comparing current skill levels to what’s actually needed. This shows exactly where to focus your training budget.

Quick win: Ask your team leads which three skills their teams need most. Start there.

Approaches to Upskilling

Upskilling only works if you use the right method for each skill. You just can’t use the same approach for everything.

For technical skills, hands-on practice works best. Set up sandbox environments where people can learn safely. Give them real projects to tackle while they learn.

Blended learning—mixing online courses with in-person coaching—leads to 40% better retention than online-only training.

Learning Method	Best For	Time Investment	Cost Range
Online courses	Basic concepts	2-4 hours/week	£50-200 per person
Mentoring	Complex skills	1 hour/week	Internal time cost
Project-based	Practical application	10-20% of work time	Variable
Workshops	Team skills	1-2 days	£500-2000 per session

Track progress every week, not just monthly. Short feedback loops keep people motivated and help you spot issues early.

Heads up: Avoid programs longer than 12 weeks unless you set clear milestones. People lose focus and drop out.

Best Practices for Reskilling

Reskilling means teaching people brand new job skills. It takes more time and planning than upskilling.

Start with people who actually want to learn new roles. Volunteers succeed more often. Forced reskilling almost never works and just wastes money.

Show clear career paths that connect new skills to better roles or pay. People need to see what’s in it for them.

We like the 70-20-10 model:

• 70% learning through real work assignments
• 20% learning from others (mentoring, coaching)
• 10% formal training courses

Support systems matter. Pair each person with a mentor who already has the target skills. Meet weekly for the first month, then switch to monthly.

Measure success by job performance, not just course completion. Check if people can actually do the new work six months later.

Let people practice new skills without too much pressure. Give them 3-6 months for big role changes.

Role of Learning and Development Teams

Learning and development teams drive real ROI by connecting skill-building programs to business goals and tracking their impact with technology. They bridge the gap between employee growth and company performance with smart talent planning.

L&D’s Contribution to ROI

L&D teams impact ROI by tackling skill gaps that hurt business performance. You see this when teams spot the competencies needed for digital transformation and build focused training.

Key ROI drivers:

• Lower recruitment costs through internal promotions
• Faster project completions
• Reduced employee turnover
• Higher productivity

L&D pros need to speak the language of business. Instead of saying “90% completion rates,” say “20% fewer project delays after technical skills training.”

The best teams use data to prove their worth. They track time-to-competency and skill application rates. This helps them get budget approval from leadership.

Integrating Learning into Talent Strategies

Modern L&D teams weave learning right into talent management. They design career paths that show clear skill progression. This makes sure training fits with promotion criteria.

What successful integration looks like:

• Skills mapping for every role and level
• Performance reviews that include learning goals
• Succession planning with specific development steps
• Recruitment that values learning potential

L&D teams partner with hiring managers to spot future skill needs. They set up development programs before skills become urgent.

Digital transformation needs this kind of approach. We anticipate tech changes and prep employees with structured learning paths. That way, skills don’t become obsolete overnight.

Leveraging Technology for Learning Impact

Technology changes how L&D teams deliver and measure training. We use learning management systems to track completion, retention, and real-world application.

Must-have technology tools:

Tool Type	Purpose	ROI Measurement
LMS Platforms	Content delivery	Completion and assessment data
Analytics Software	Performance tracking	Skill improvement metrics
Mobile Apps	Just-in-time learning	Usage and application rates
AI Assessments	Personalised paths	Time-to-competency reduction

AI helps tailor learning experiences. We look at individual data and recommend specific training. This approach boosts completion rates and retention.

Learning analytics show which programs actually deliver ROI. We track links between training and business outcomes. This data shapes future investments and program tweaks.

Coaching and Leadership Development

Coaching pays off through better individual performance and stronger leadership pipelines. Companies see an average £7 return for every £1 they spend on leadership development.

Coaching for Individual and Organisational Growth

Coaching brings value at all levels. People develop stronger self-awareness and leadership skills. Teams communicate better and make sharper decisions.

For individuals:

• Improved leadership
• Better communication
• Smarter decisions
• More self-awareness

For organizations:

• Higher retention
• Lower recruiting costs
• Stronger succession plans
• Better team performance

Coaching works best when it’s practical. People need chances to use new skills right away. That hands-on approach really speeds up development.

Industries spend very differently on coaching. Law firms put about £2,000 per person into it each year. Government agencies? Only £25 per person. Healthcare and insurance put 41% of their leadership budgets into new and mid-level managers.

What makes coaching work:

• Focused, trainee-centered instruction
• Emphasis on essential skills
• Immediate practical use
• Regular check-ins to measure progress

Coaching also helps with culture shifts since the pandemic. Remote work needs different leadership skills. Managers need training for virtual teams and digital communication.

Maximising ROI with Leadership Development Programmes

Leadership development pays off through higher revenue and cost savings. The best programs target managers at every level, not just the top brass.

Business services firms spend a third of their leadership budgets on new managers. This pays off with better team results and lower turnover.

Leadership investment by industry:

Industry	Investment per Person
Law Firms	£2,667
Holding Companies	£1,667
Manufacturing	£1,000
Government	£25

Focus on the basics: project management, communication, and critical thinking. Those skills matter everywhere.

Most companies keep or even boost leadership spending when times get tough. 84% still make these investments a priority. Nearly all (99%) plan to keep or increase spending next year.

Why companies keep investing:

• Positive feedback from employees
• High completion rates
• Proven effectiveness
• Obvious business impact

The best programs adapt as business needs change. Regular monitoring shows what’s working. That continuous improvement helps maximize returns.

Technical managers often need the most help. They rarely get formal leadership training when promoted. Targeted programs for these folks usually show the strongest ROI.

Innovation and Digital Transformation in Talent Development

Companies now use tech and creative ideas to build better training. Digital tools help track progress and personalize learning for every team member.

Modernising Talent Development Approaches

Traditional training is fading fast. Organizations are moving to personalized learning paths that fit each person.

Digital platforms create custom roadmaps for employees. These systems track skills, suggest training, and adjust as people progress. A marketing specialist might get AI tips for data analysis courses, while a project manager gets nudged toward leadership training.

Some innovative talent development tools:

• Virtual reality training for complex situations
• Microlearning modules on mobile apps
• Peer-to-peer platforms connecting employees across departments
• Gamification to boost engagement

Companies see 40% higher engagement with personalized digital learning compared to old-school classroom training. The trick is matching learning styles to delivery.

Remote work has sped up these changes. Blended approaches—online modules, virtual mentoring, project-based learning—are now the norm, and people can access them anywhere.

Leveraging Digital Tools for Data-Driven Decisions

Data turns guesswork into strategy. Modern systems track which programs work and which ones waste time.

Learning analytics platforms measure completion, skill gains, and job performance. HR can see exactly which training leads to promotions, raises, or better team scores.

Key metrics:

• Time-to-competency for new skills
• Retention rates after training
• Performance improvements post-training
• Cost per skill acquired

Digital tools can predict talent gaps before they cause problems. Machine learning analyzes current skills, future projects, and market trends to set training priorities.

Some companies use real-time feedback systems to check learning effectiveness right away. Instead of waiting for yearly reviews, managers get monthly reports showing who’s developing fastest and who needs more support.

Integration between training platforms and performance management tools gives a full picture of talent development. This data-driven view helps justify training budgets and proves ROI to leadership.

Human Capital Management for Sustainable ROI

Smart organisations get it—when you treat employees as strategic investments, not just operational costs, you set yourself up for long-term financial success.

Building systems that help people grow and stick around creates real competitive advantages.

Talent as a Strategic Asset

When you invest in human capital strategically, you see your workforce as assets that actually appreciate over time. Equipment loses value, but people? They get better with experience and development.

Companies with this mindset notice the returns. We put money into skills training, leadership paths, and career progression because these things boost productivity and spark innovation.

Key strategic investment areas include:

• Leadership development programmes
• Technical skills training
• Cross-functional experience
• Mentorship and coaching
• Educational support

The most successful organisations track things like internal promotion rates and skill growth. These metrics really show if we’re building capability from within.

We also hire for potential, not just what’s on paper. Adaptability and a growth mindset often matter more than ticking every box on a job description.

Retaining and Growing Human Capital

Retention forms the bedrock of sustainable ROI because it keeps our talent investments safe. High turnover? That just burns value with recruitment costs, lost know-how, and training newbies.

Effective retention strategies focus on:

• Career development pathways
• Competitive compensation packages
• Work-life balance initiatives
• Recognition programmes
• Meaningful work assignments

Growing the people you’ve already got tends to cost less than replacing those who leave. Internal development usually gives a 2:1 to 3:1 return on investment, thanks to lower hiring costs and faster productivity.

We help people grow through job rotations, stretch assignments, and skills-based projects. These methods build well-rounded employees and fill business needs at the same time.

Frequent performance chats and individual development plans keep growth on the agenda. When employees see a path forward, they stick around and contribute more.

Human capital management systems let us track development and spot high-potential folks. With this data, we can put resources where they’ll actually pay off.

Case Studies and Real-World Applications

Across industries, companies have seen real returns from investing in talent development. The most successful ones keep measuring impact and tweak their programmes for maximum effect.

Industry Examples of ROI Measurement

Police and Public Safety

The Kansas City SWAT team took on the Outward Mindset programme to address citizen complaints. Before this, those complaints damaged their reputation and brought legal trouble.

The team saw improvements in both quality and productivity. Complaints dropped, but arrest rates and drug seizures stayed steady. They made sure the programme itself caused these changes, not something else.

The numbers? Pretty wild. Over a year, they calculated an ROI of 5,724%. That came from avoiding lawsuits, saving admin hours, and building better community relations.

Technology Sector Leadership Development

Oracle struggled to keep millennial employees from leaving. Instead of making assumptions, they actually did their homework first.

Jessica Kriegel’s research found that new hires wanted more purpose and better communication. Managers, on the other hand, needed help understanding different work styles.

They tackled both groups separately. Managers learned how to communicate with new hires, while employees got support for networking and workplace culture.

The results? Retention and productivity improved. After isolating the effects, they found an ROI of 695%. Oracle ended up expanding the programme to other divisions.

Lessons Learnt from Successful Programmes

Start with Clear Business Outcomes

Both examples started with a specific business problem. The SWAT team wanted fewer complaints, not lower performance. Oracle aimed to cut down on millennial turnover.

The best programmes connect learning goals straight to measurable business results. That’s how you get accountability—and make ROI calculations possible.

Collect Data Throughout the Process

The most effective programmes gather data at several points:

• Reaction data – Are people engaged and satisfied?
• Learning outcomes – Did they actually learn something?
• Application measures – Are they changing how they work?
• Business impact – Is performance or cost really improving?

Isolate Programme Effects

Both cases made sure other factors didn’t muddy the results. The SWAT team checked for policy changes or outside events.

Oracle controlled for seasonal hiring and market shifts. This step makes ROI numbers believable to leadership.

Design Solutions Based on Evidence

Oracle’s win came from figuring out the real problem first. Focus groups dug up needs that weren’t obvious.

The companies that get the most out of talent development usually start with a careful needs analysis. It saves money by avoiding solutions that miss the mark.

Frequently Asked Questions

Measuring talent development ROI means tracking specific metrics like productivity gains, retention rates, and skill improvements. Most organisations find it works better to focus on business impact, not just training completion rates.

How can we accurately measure the return on investment in learning and development initiatives?

We measure ROI by comparing the money gained from training to the total costs spent. The basic formula is: Net benefits minus training costs, divided by the total costs.

We look at sales, productivity, and employee retention. Customer satisfaction and other business metrics tied to our goals matter too.

Training costs include instructor fees, materials, facilities, travel, and lost productivity during training. Most experts say you only need to measure ROI for about 5% of all training, and you should focus on the ones that really matter.

What are the best practices for calculating ROI in training programmes?

We use a five-level system to measure training effectiveness. The levels are attendance, reaction, learning, behaviour change, and business impact.

Attendance tracks who shows up. Reaction checks employee satisfaction and if they’d recommend the programme.

Learning assessment looks at new knowledge and skills. Behaviour change checks if team members actually do things differently.

Business impact ties training to KPIs and performance goals. This last level gives the clearest view of financial returns.

In what ways can employee learning and development contribute to a company’s financial performance?

Training directly boosts revenue by improving productivity and efficiency. Skilled employees finish tasks faster and make fewer mistakes, which cuts costs.

Retention goes up when people see development opportunities, saving on hiring and onboarding. With 87% of companies facing skills shortages, internal development is a big deal for staying competitive.

Customer satisfaction rises when employees get the right training. Better service means more loyal customers and increased sales.

Leadership development builds stronger managers. That leads to better team performance and smarter decisions across the board.

Could you suggest effective methods to track and report on training ROI?

Start by setting baseline metrics before you launch any training. Look at current productivity, error rates, and employee satisfaction.

Create dashboards to show key indicators in real time. Track things like completion rates, skills assessments, and monthly performance improvements.

Surveys help you gather feedback from participants and managers. This qualitative data adds context to the numbers and points out what could get better.

When you report to stakeholders, include both financial and business outcomes. Use visuals to connect training investments to results.

What role does the ROI Institute play in the context of talent development effectiveness?

The ROI Institute sets standard ways to measure training effectiveness across different industries. Their frameworks help organisations stay consistent.

They offer certifications for professionals who want to specialise in ROI evaluation. These credentials make sure people apply the right techniques.

The Institute also publishes research on best practices and industry benchmarks. This info lets organisations compare results and find ways to improve.

Their method focuses on converting training outcomes to monetary values. That gives a clear business case for investing in learning and development.

How does the Society for Human Resource Management (SHRM) recommend organisations assess the ROI of their training efforts?

SHRM says you should line up training programmes with clear business objectives before you even start. That way, you can actually measure results that matter to your organisation.

They encourage you to pull data from several places when you check if training worked. Think performance reviews, productivity numbers, and maybe even employee engagement surveys.

SHRM really wants people to track long-term impact, not just what happens right after training ends. Sometimes, you only see the real benefits months down the road.

They also think it’s smart to get line managers involved in the evaluation. Managers can tell you if the training genuinely made a difference in the workplace and helped the business.