While Human Resources (HR) and Learning and Development (L&D managers) have similar responsibilities such as onboarding new employees, and ensuring education goals and or requirements, the nature of their respective roles often leads to competing priorities. And because every company differs in the way their HR department operates, this can lead to a variety of tasks that can complicate each other. Not to mention, far too many businesses don’t even have a human resources department, let alone staff dedicated to learning and development. Often, the operations manager is in charge of both.
HR departments are examples of “fair rule followers” all while meeting hard deadlines, whereas L&D departments are the characterization of “holistic” and “learning over time.”
The HR team is often consumed by compliance and regulation while learning and development managers (really great ones) realize that learning takes time and different amounts of time for different people and job descriptions.
And whether or not you are a manager who is in charge of one of these comparable departments, or both, you will need to know how to effectively measure the impact of learning in the midst of competing priorities.
Why employee learning and development is an essential investment
An employee training plan is the most important component of the individual employee, as well as overall business achievement. From an HR perspective, it can be considered a benefit that creates happier, more productive employees, which in turn creates a more positive company culture.
In fact, according to The Future of Corporate Learning - Ten Disruptive Trends,” for millennials, training and development is the most coveted job benefit.” And with so many companies scrambling to develop leaders from the millennial generation, it also behooves managers to keep in mind that without upward progression strategies and modern education opportunities, employees from all age groups are likely to leave.
There are various underlying reasons as to why employee learning and development is such an essential investment. In the Global Human Capital Trends 2016 report, technology advancements, demographic shifts, and the constant need to improve workforce skills were cited as the drivers of pressure to improve learning and development. The survey also reported that nearly every CEO felt that their company was not creating the skills or leaders necessary to compete in today’s extremely competitive global economy fast enough. They remarked that learning is the key instrument for employee engagement, hiring and retaining the best talent, and creating long-term leadership.
How to effectively measure the impact of learning
Much to the delight of employees and managers alike, the days of monotone lectures from burned-out trainers and paper-intensive learning are quickly disappearing. Today’s corporate learning professionals are rapidly transforming from mere training providers to more dynamic experience facilitators and content curators. This transition is ensuring successful employee-driven pursuits and allowing for the presence of mobile technology in the corporate training classroom which is an incredibly valuable aid to employees, managers, and the business itself.
So how do you collect and measure meaningful data? Easy. Let the same learning management technology do it for you.
To truly measure the impact of learning, you need more than just customized training and passing score results. When integrated into one learning system, user comments are incredibly useful, along with detailed site activity, and surveys. Most importantly, a learning management system (LMS) can provide the type of real-time, intuitive reporting HR and L&D managers need to gain valuable insight on how effective their training programs are, as well as how much progress they have made toward high-level business goals. An LMS can also track compliance and regulatory requirements which is a big help to highly regulated industries such as healthcare, law, and finance.
In addition to creating vital data for human resources and learning and development departments, learning management technology provides opportunities for employees to tangibly demonstrate their value along with unique skills, engage in a professional network, and easily identify future career goals. All of which solidifies employee commitment to the company, along with company infrastructure, communications, and culture.
Overall, thanks to modern tools, employee onboarding and education goals no longer have to be one of many competing priorities for Human Resource or Learning and Development teams. LMS technology bridges the gap between hard deadlines, regulation compliance, and the time necessary to properly train employees and develop professional leaders. With an integrated platform, managers can effectively measure the impact of learning.
Schedule a Demo to learn more about our LMS and how to develop impactful courses.
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