"Most organizations feel confident about their training ROI. But that confidence is built on metrics that describe activity, not outcomes. Without visibility into workforce skills, there's no way to tell whether training is building the capabilities the business needs."
"Completion rates are the most common. They show who finished the course. They don't show who learned anything from it. Consider this: 70% of employees multitask during training, the highest rate in three years. In that context, 'completed' doesn't say much."
"Satisfaction scores feel reassuring. Overall, 84% of employees say they're satisfied with their training. But satisfaction and learning are two different things. A course can be engaging, well-paced, and still ineffective at building new skills."
Only 37% of organizations evaluate learning and development by business impact, relying instead on completion rates and satisfaction scores. While many HR managers feel confident about training ROI, this confidence is based on metrics that reflect activity rather than outcomes. Completion rates do not indicate learning, and high satisfaction does not guarantee skill acquisition. Cost-per-learner measures efficiency but not effectiveness. A shift towards metrics that connect training to real performance is necessary for true capability development within organizations.
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