Measuring the impact of training: main challenge for L&D departments
Innovating in corporate training: perspectives and strategies for 2024.
Measuring the impact of training has become a crucial challenge for Learning and Development (L&D) departments. Faced with this challenge, we at Actua have launched a report detailed looking ahead to the future in 2024. This study, carried out with the collaboration of 138 Spanish companies of various sizes, from small and medium-sized enterprises to large corporations, with the objective of clarifying the L&D prioritiesThe aim is to assess the maturity of companies in adopting new learning technologies, and to determine how training budgets are allocated to explore the most effective e-learning solutions.
Great room for improvement in training strategies
The report highlights that, by 2024, professional development ranks as the top priority for L&D departments, closely followed by compliance and regulatory training, and onboarding and reboarding as key tools to improve processes and products. Although personal development is also recognized as an important area, aspects such as upskilling and reskilling, learning culture and business transformation appear as secondary objectives. However, Despite setting these priorities, only a small fraction of practitioners consider their strategies to be highly effective, revealing ample room for improvement in the implementation of these training initiatives.This reveals ample room for improvement in the implementation of these training initiatives.
Advanced use of technology is in short supply in L&D departments
The adoption of advanced technologies in L&D departments still presents a mixed picture. Although the use of elearning platforms has increased, the incorporation of more innovative technologies, such as artificial intelligence and customized training, remains limited.. Our report highlights that only 7% of respondents apply highly advanced methods in measuring the impact of training, with most still in the early stages of adoption. This situation highlights the need for L&D departments to position themselves as strategic allies in their organizations, emphasizing the importance of justifying investments in team development through concrete data and effective communication.
Maintenance and increase in training budgets
In terms of budgets dedicated to training, the report offers an optimistic view: most companies will maintain or increase their funding in this area during 2024. This approach reflects a recognition of the importance of the instructional development of people in the workplace. Strategies for allocating resources towards training projects in 2024 include collaboration with expert employees, the search for internal talent, and the reorganization of internal Training and Development teams, indicating a clear preference for solutions that promote the scalability and business agility.
Less than 50% of companies believe that their platforms meet their training objectives
The
report
concludes that less than half of the companies surveyed believe that their learning platforms fully meet the expectations of the modern employee. However, organizations that adopt specialized elearning solutions, such as learning management systems tend to meet these expectations better than those using traditional HR or management suites.. Looking ahead, a trend shift is anticipated beginning in 2025, with technologies such as artificial intelligence and adaptive learning promising to better meet the needs of 21st century workers. This scenario underscores the importance of continuing to innovate and adapt to new trends in training and development in order to maximize the potential of people in the workplace.
