Learning Investment ROI: How to Measure
the Impact of Your Training Programs

Measuring the return on investment (ROI) of training initiatives has become essential in demonstrating their effectiveness and optimizing resource allocation, according to Brandon Hall Group™ Smartchoice® Preferred Provider LearnUpon in their recently published State of Learning 2023 report.

This comprehensive look at learning highlights the importance of measuring learning ROI. By following the strategies laid out in this post, organizations can gain valuable insights into the impact of their training programs, make data-driven decisions and ensure a positive return on their investment in employee development.

In this blog, you’ll learn how to measure the ROI of your training programs, identify and prioritize the right metrics and overcome common challenges in ROI measurement. We’ll also provide you with additional resources, including a downloadable report on the state of Learning and Development and information about LearnUpon as a Learning Management System (LMS) partner that can help you achieve your training goals.

Why Measure Training ROI?

Measuring the ROI of training programs is crucial for L&D organizations. By quantifying the impact of training, businesses can demonstrate the value of their L&D investments to stakeholders, secure leadership buy-in and make data-driven decisions about future training initiatives. Recent research findings underscore the importance of measuring training ROI.

The State of Learning study reveals that 61% of Learning leaders have increased their training budgets in 2023, indicating a growing commitment to employee development. However, with increased investment comes heightened pressure to prove the effectiveness of training programs. The study highlights that 57% of Learning leaders feel significant pressure to demonstrate the ROI of their learning programs and 59% perceive this pressure to be greater than in previous years.

Brandon Hall Group’s 2023 study, Think Like a CEO: How Learning Drives Business Impact, reveals that many Learning teams struggle with good data collection, being able to pull business data from other parts of the organization and integrating their Learning Management System (LMS) with other critical business systems.

It makes sense then that demonstrating the impact of learning programs on business goals (77%) and securing leadership buy-in (75%) are both top priorities for Learning leaders, according to the State of Learning report. By measuring training ROI, organizations can provide tangible evidence of the value that L&D brings to the business, thereby gaining the support and commitment of senior leaders.

How to Calculate Training ROI

At this point, a quick refresher on calculating ROI may prove useful. To calculate training ROI, you must first identify all costs associated with your training program. These costs can be categorized into direct and indirect costs. Direct costs include expenses such as training materials, instructor fees and travel expenses. Indirect costs include expenses such as employee time spent on training, lost productivity and administrative costs.

Once you’ve identified all the costs associated with your training program, you can begin to calculate the ROI. This is calculated by dividing the benefits of the training program by the costs of the training program. The benefits of the training program can be measured in terms of increased productivity, improved employee performance and reduced costs.

To calculate the benefits of the training program, you can use a variety of methods, such as surveys, interviews and performance metrics. Once you have calculated the benefits of the training program, you can divide the benefits by the costs of the training program to calculate the ROI.

For example, let’s say that you have a training program that costs $10,000 to implement. The training program results in increased productivity which leads to an increase in sales of $20,000. The ROI of the training program would be 2 ($20,000/$10,000).

Calculating the ROI of your training program is an important step in measuring the effectiveness of your L&D initiatives. By following the steps outlined in this section, you can calculate the ROI of your training program and demonstrate the value of your L&D investments to stakeholders.

Identifying and Prioritizing ROI Metrics

Beyond baseline ROI calculations, identifying critical metrics aligned with organizational Key Performance Indicators (KPIs) for training programs is essential. This ensures that the organization can accurately assess the impact of its L&D initiatives. By focusing on business-aligned metrics that are directly tied to the organization’s objectives, businesses can ensure that their training programs are driving real business value.

When choosing ROI metrics, it’s important to select those that are relevant to the training program’s specific goals and objectives. For example, if the goal of a training program is to improve customer service skills, relevant metrics could include customer satisfaction scores, customer retention rates or the number of customer complaints.

It’s also important to use a combination of quantitative and qualitative metrics to get a comprehensive view of the training’s impact. Quantitative metrics, such as sales figures or productivity rates, provide hard data on the program’s effectiveness. Qualitative metrics like employee feedback or manager observations provide insights into the program’s impact on employee behavior and attitudes.

Many organizations are looking at key employee experience (EX) and customer experience (CX) data to ensure they are on target.

                                                                        Source: State of Learning 2023, LearnUpon

Finally, metrics should be prioritized based on their importance and feasibility of collection. Some metrics may be more important than others and some may be more difficult or costly to collect. By prioritizing metrics, organizations can focus their efforts on collecting the most relevant and impactful data.

By following these steps, organizations can identify and prioritize ROI metrics that will provide valuable insights into the effectiveness of their training programs and demonstrate the value of their L&D investments to stakeholders.

Overcoming Challenges in ROI Measurement

Measuring the ROI of training programs can be a daunting task, but it’s essential for organizations that want to ensure their L&D initiatives are effective. Overcoming the challenges associated with ROI measurement is crucial for accurately assessing the impact of training programs and making informed decisions about L&D investments.

One of the primary obstacles in measuring ROI is isolating the specific effects of training from other factors that influence employee performance. To address this, organizations should employ a comprehensive approach that combines quantitative and qualitative metrics. Tracking pre- and post-training performance, monitoring changes in customer satisfaction or productivity and conducting surveys to gauge employee perceptions of the training’s effectiveness are all valuable methods for evaluating the program’s impact.

Managing expectations about the timeframe for ROI is also critical. Training programs may not yield immediate, tangible results, so organizations should be realistic about the timeline for achieving ROI. Communicating these expectations to stakeholders and decision-makers is crucial to avoid disappointment and ensure continued support for L&D initiatives.

Finally, gaining buy-in from key stakeholders is essential for successful ROI measurement. Involving senior leaders, managers and employees in the process ensures that the metrics used are relevant and aligned with the organization’s goals. It also fosters a culture of accountability and transparency, encouraging everyone to take ownership of the training program’s success.

Brandon Hall Group’s HCM Outlook 2024 Study reveals that learning measurement and analytics are the second most planned investment in terms of both time and resources for learning organizations heading into the new year. By overcoming these challenges and implementing robust ROI measurement strategies, organizations can effectively evaluate the impact of their training programs, demonstrate the value of L&D investments and continuously improve their Learning and Development initiatives to drive business success.

You can download a copy of LearnUpon’s State of Learning 2023 report here.

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Matt Pittman



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Matt Pittman

Matt Pittman brings nearly 30 years of experience developing people and teams in a variety of settings and organizations. As an HR Practitioner, he has sat in nearly every seat including Learning and Leadership Development, Talent Management and Succession Planning, Talent Acquisition and as a Human Resources Business Partner. A significant part of those roles involved building out functions in organizations and driving large scale change efforts. As a Principal Analyst, Matt leverages this in-depth experience and expertise to provide clients and providers with breakthrough insights and ideas to drive their business forward.