Many senior leaders feel their organization’s training efforts are not operated in the same businesslike way as other parts of the organization such as distribution or sales. It’s their observation that development programs don’t align with the business’s needs and organizational ROI is hard to calculate.
Learning and performance managers reply, “What?” and further offer:
“We continuously use data gathered in job analyses to determine what new training programs to offer.”
“Before selecting a solution, we evaluate training needs more than ever before. Our goal ...