Proving the impact of L&D has been a constant uphill battle.
We are just now starting to see shifts where HPO's are embedding L&D into the organization's makeup in a way that means it is not having to prove its worth through occasional studies or detached ROI reports, but instead demonstrating this every day as an integrated business function.
If you want the competitive edge, now is the time to shift learning and development from its traditional, reactive role to one that is predictive, proactive and performance-orientated.
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L&D practitioners are responsible for producing high-impact, high-quality learning experiences, but they are now also being handed bigger, more complex problems to solve, helping whole organizations adapt to unprecedented change.
“Moving L&D to systematic and strategic impact” is based on research interviews with 30+ CEOs, Heads of Learning and Development, and policymakers, alongside a survey of almost 100 learning and development practitioners. It explores L&D’s role within organizations and the shift from measuring engagement to showing business impact.
Download this report to understand how L&D can get closer to the business, engagement approaches to increase impact, and practical recommendations for learning and development practitioners.
How to investigate ways to link impact to performance and business KPI’s
Consider what new tools are out there, outside of the traditional L&D toolbox
If you’re interested in finding out more on the subject of skills, L&D, development and the technology that enables this, check out our upcoming live webinar sessions where we’ll be joined by Coursera and industry-leading HR experts.
