In business, nothing is free. So if an organisation is going to invest in learning and development (L&D) it wants to be able to show how the money spent has benefited the business, particularly in tight times when every penny is precious. So how do you make sure your L&D investment is paying off?
Here I’ll explain how linking learning to performance and talent is the key to business success.
The starting point for many organisations is the belief that people are their biggest asset. In fact, employees or human resources have and will always remain one of the biggest sources of competitive advantage for an organisation. As a result, companies invest heavily in their staff’s wellbeing, and not least in their learning and development.
However, from the organisation’s point of view, learning has to be a means to an end — the end being performance. There aren’t many organisations that can afford to fund the personal passions of their staff to learn for learning’s sake. The organisation believes that if investment in L&D doesn’t translate into improved performance, then the learning has no value.
So how does an HR director justify significant spend on learning?
