Measuring the is critical to tracking the impact of the L&D outcomes, especially when it comes to revenue and profits over a given year. Learning and development is the most direct route to aligning employees’ capabilities with a program’s business goals. Learning and development programs include courses on compliance, soft skills, upskilling, product training, onboarding, and reskilling. Especially since the COVID-19 pandemic, more and more companies have invested in training. ROI of Learning and Development (L&D) How can professionals calculate ? Simply put, ROI is calculated by subtracting the cost of L&D from the benefits of L&D, dividing this number by the cost of L&D and multiplying it by 100. It is an important metric for measuring the impact of L&D. ROI However, it can be difficult to effectively measure ROI due to the time, effort, and money that is involved. Research finds that companies spend up to , which adds up to $1,065 per employee based on a $15 per hour salary. Furthermore, despite the benefits of going digital with training, online models often come at a significant cost, as well. For instance, Articulate, a common online course authoring tool, costs $120K per 1,000 employees. Along with these costs, most employees are not satisfied with their learning outcomes. Research finds that 35% of organizations say that they lack access to the right training content and 21% say their training content is out of date. Therefore, ineffective training costs companies $1.35 million per 1,000 employees. 71 hours of training per employee With a science-backed microlearning platform, companies can effectively measure ROI. Along with acquiring a learning program with purpose and accessibility, companies that utilize corporate learning can also expect a boost in confidence among employees, an increase in employee retention, and more. It saves companies time, money, and energy when creating and measuring their corporate learning.

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