NITAD ATC 2024 Presentation by Abba-Abdulkadir Hassan-Hadejia FITD.pptx

Maximizing ROI on Digital Learning Investments

1. 31 st NITAD Annual Trainers’ Conference Theme: “Learning and Development: The Key to Thriving in a Digital World” Date: 20 th - 22 nd August, 2024 Venue: Maryam Babangida National Center for Women’s Development, Tafawa Balewa Way, Abuja 1

2. 2 Maximising ROI on Digital Learning Investments Facilitator: Abba-Abdulkadir Hassan-Hadejia, FITD Chief Learning Officer, Cadabra Consulting Ltd. [phone], [phone] [email protected]

3. 3 Understanding the Benefits of eLearning eLearning allows enterprises to elevate skill sets and provide access to learning and development programs irrespective of location. It makes L&D immensely scalable, reduces training costs, and drives upskilling and reskilling programs by enabling anywhere, anytime learning.

4. 4 eLearning ROI calculates the cost of developing and disseminating training programs on eLearning platforms against the benefits or value accrued. It provides a financial justification for the investment and evaluates the monetary advantages of delivering online/hybrid training programs. What i s eLearning ROI?

5. Factors that influence e-learning ROI When measuring the ROI of e-learning, there are several factors to consider, such as: The  initial investment  in the e-learning content and the learning platform itself. What were the total costs of designing and implementing the e-learning? In addition to the costs, of course, is also the monetary value of the  time spent by employees  at completing the e-learning (after all, time is money, in a company or organisation). 5

6. Factors that influence e-learning ROI , cont’d….. The  quality of the e- l earning content. Poorly designed or irrelevant e-learnings are unlikely to lead to significant improvements in employee skills or performance, which can negatively affect ROI. That's why it's essential to invest in high-quality, engaging and relevant e-learning content that meets the needs of employees and the organisation as a whole. 6

7. Factors that influence e-learning ROI , cont’d….. The  employee involvement in the e-learning. If employees are not motivated or interested in following the e-learning, its effectiveness will decrease. That is why it is important to promote a culture of learning within the organisation and to encourage employees to actively participate in the e-learning initiatives. 7

8. The  extent to which the skills learned are applied  in practice. It is therefore very important to set clear learning goals, skills, or competencies in advance that can actually be measured. 8 Factors that influence e-learning ROI , cont’d…..

9. Maximizing ROI: Strategies to Optimize Your Corporate Learning Investment 1: Align T raining I nitiatives with Organizational O bjectives To ensure maximum return on your corporate learning investment, it's imperative to align your training initiatives with your organization’s comprehensive objectives.

10. 10 The right LMS can enable you to design and align tailored training programs that cater specifically to your company's goals and strategies: Identify Key Performance Indicators ( KPIs ):  Determine the KPIs that matter most to your organization, such as employee productivity, sales growth, or customer satisfaction, and design your training program to target these key areas.

11. 11 Establish Clear Learning Outcomes: Formulate learning outcomes that are closely tied to your objectives to ensure that your training initiatives are focused on driving success and growth for your enterprise. Develop Role- S pecific Training:  Create targeted training programs for various job roles within your organization based on the skills and competencies required for each position.

12. 12 Collaborate with Stakeholders: Collaborate with department heads, team managers, and other key stakeholders to ensure that your training initiatives address the critical challenges faced by each business unit or department.

13. 13 2. Use Common Methods of Employee Training and Learning Effective corporate training is becoming a critical factor for reskilling and upskilling, employee morale and organizational retention rates. But with an abundance of methods to choose from, you need to choose the ones that best support your individual organization and learners.

14. 14 A few of the most common learning and development methods include: Instructor-Led Training: Instructor-led training (ILT) is the most traditional method for employee learning, while it generally occurs at an on-site location it can be part of an eLearning program. ILT may be most effective for complex material because direct interaction and questioning are possible.

15. 15 Due to travel, lodging, facility and material expenses, as well as the time that is needed for each session, this type of training is also the least scalable when it’s the sole training method of an L&D program.

16. 16 Technology-Based Learning: As technology continues to grow, there are increasingly diverse options to use for online learning, and organizations and their employees often value these opportunities because of the scalability, personalization and flexibility they offer. Some of the major LMS include; eLearning courses, VILT, Gamification, Social Learning, Virtual Reality (VR) and Augmented Reality (AR)

17. 17 3. Optimize Learning Content to Drive Employee Engagement Engaging and interactive learning content is vital to the success of your corporate training program. An effective LMS will enable you to create immersive and personalized learning experiences that empower your employees to excel in their roles: Diverse Content Formats: Leverage the wide range of content formats, including videos, e-books, simulations, and podcasts, to cater to the diverse learning preferences of your workforce.

18. 18 Microlearning: Embrace microlearning by creating bite-sized learning modules that deliver specific, focused learning objectives, enabling employees to quickly digest information and apply their knowledge. Personalized Learning Paths: Develop individualized learning paths that take into account each employee's unique skill level, role requirements, and learning style for a more relevant and engaging learning experience.

19. 19 Continuous Content Improvement: Periodically review and update your course content based on employee feedback, industry trends, and organizational changes to keep your training programs fresh, relevant, and impactful.

20. 20 4: Monitor Employee Progress and Provide Feedback Continuous monitoring of employee progress, along with providing constructive feedback, is essential for the success of your training program and maximizing your ROI. This facilitates regular progress tracking, enabling you to keep employees accountable, identify knowledge gaps, and offer timely support:

21. 21 Tracking and Reporting: Effective LMS’s have robust tracking and reporting capabilities to monitor employee progress, assess performance, and identify skill gaps that may require additional training or support. Automated Notifications and Reminders: Implement automated notifications and reminders to encourage employees to stay on track with their training and remain accountable for their learning progress.

22. 22 Timely Feedback: Provide regular feedback to employees on their performance to help them identify areas of improvement and recognize their success in mastering new skills and knowledge. Encourage Goal Setting: Motivate learners to set personal training goals and celebrate their achievements as they progress through their learning paths, instilling a sense of accomplishment and ownership.

23. 23 Dashboard and Reports: Harness the power of LMS dashboard to access real-time insights and performance data, helping you identify trends, track training progress, and measure the impact of your efforts. Course Evaluation: Conduct regular course evaluations to gather employee feedback, identify areas of improvement, and make data-driven adjustments to your learning content and processes.

24. 24 Skill Gap Analysis: Analyze employee skills and competencies to identify critical gaps and opportunities for further training and development. ROI assessment: Assess the overall success of your training initiatives by measuring the return on investment in terms of improved employee performance, increased productivity, and other quantifiable metrics.

25. Measuring the ROI of Corporate Learning Just as employee learning is an investment by the organization, measuring the return on investment (ROI) of this training is an expenditure of time and money as well. However, both of these actions are a necessity for organizational growth and, if implemented successfully, are profitable and invaluable investments.

26. 26 The formula most commonly used to determine ROI for corporate training programs is the benefits or net profit of the program minus the training costs divided by the overall program costs: Traditional ROI Formula Training Benefits – Training Cost Training Cost eg. N 50,000 – N 10,000 X 100 N 10,000 = 40,000 X 100 = 4 X100 ROI = 400% N10,000 X 100 = ROI

27. The Kirkpatrick’s Model Developed in the 1950s, the Kirkpatrick model is employed by L&D professionals worldwide to accurately measure training effectiveness. This model has four levels of evaluation which are: Level 1 Reaction: Assesses the reaction level by measuring user feedback and evaluates the degree to which the learners found the course contextual, engaging, and important for their jobs.

28. The Kirkpatrick’s Model Level 2 Learning : Evaluates the degree of learning outcomes and assesses whether participants have acquired the knowledge, skills, and attitudes based on the program.

29. The Kirkpatrick’s Model Level 3 Behaviours : Evaluates whether training has introduced behavioral change and whether participants are actively applying their learnings at work.

30. The Kirkpatrick’s Model Level 4 Results/Impact: Evaluates the final results because learners participate in the training using methods such as Net Promoter Score etc.

31. 31 Pre-Self Assessment

32. 32 Post-Self Assessment

33. Flexibility Cost-Effective Accessible Limited Interaction Technical Issues Limited Hands-On Learning 33 Pros and Cons of e-Learning

34. 34 E-learning offers numerous benefits, such as flexibility, cost-effectiveness, and accessibility. However, it also comes with its own set of challenges, such as self-motivation, limited interaction, technical issues, and limited hands-on learning. Therefore, weighing the pros and cons and considering your learning style and goals is important before deciding if online education is proper for you. Conclusion

35. 35 “Investing in training and development leads to the most significant return on investment a company can have.” J.P. George

36. 36 Thanks for listening……