In every competitive space, some players are ahead of others. That's true for our niche as well. The question is why. Why do some learning and HR tech companies consistently outperform others? The answer may include a bit of luck, but it is mostly strategy, leadership, and explicit use of data. The most successful companies always know how to align their vision with customer needs and market requirements.
You've invested in upskilling your sales team. But now comes the big question from leadership: Was it worth it? For HR and Learning & Development leaders, proving the value of training is a business imperative. Showing a clear return on investment is what separates strategic talent partners from cost centers. It's the difference between your training budget getting approved or denied next quarter.
Planning a training budget is one of the smartest investments you can make for future-proofing your business. Data says so too! The 2025 Workplace Learning Report from LinkedIn found that organizations with strong career development programs are 42% more likely to lead in major business transformations compared with those with weaker or no programs. Whether you're an HR leader, L&D manager, team lead, or business owner, understanding how to budget for employee training ensures your workforce stays skilled, engaged, and ready for what's next.
Collaborates with the Learning and Development team and designated Divisional partners. Designs, develops, and may help deliver grant and contract-funded instructional projects. Advises faculty and staff on effective use of instructional resources for specific projects. Conducts needs analysis and performance analysis to develop learner-centered experiences. Collaborates with faculty in writing Instructional Design criteria for grant and contract proposals. Working in partnership with Subject Matter Experts, develops design documents and/or storyboards outlining instructional objectives, methods, and assessment plans.