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3 simple tips to build a strong case for technical internal training

Are you struggling to convince your boss that training has its financial benefits? The battle to assure your boss that employee training is a positive investment can be a constant struggle. Communication can be tough, and receiving pull back on new ideas is never fun. Are you finding it difficult to demonstrate to upper management that employee upskilling is not a money hole? Are you looking for a way to fight for employee’s right to develop in their careers? The solution you are looking for is right in front of you. Collect the right data and show management the effects training will have on company objectives. Make it impossible for them to say no! To succeed, you just need the right tools to make a strong case, here are three very simple and practical tips to help structure your strategy for employee justice.

But first, what is employee training ROI?

To get your boss excited about training, you have to show them the advantages. This is done by calculating the monetary benefits your organization experiences from training, otherwise called employee training return on investment (ROI). In other words, you will be comparing the benefits that come from employee training against financial input. Defining ROI will help you justify the financial investment your organization has put into employee training.

Use the right evaluation model

A great way to calculate the return of investment in your organization’s training is to use the Kirkpatrick Evaluation Model. You can use this proven model for all types of training — from on-premise training sessions to virtual hands-on training platforms. It is a simple model based on analyzing four levels: reaction, learning, behavior, and results. Each one is used to measure different stages of your training success; from your employees’ reactions to the ripple effect of training across your organization.

Analyze metrics religiously

Discovering the actual value of your employee training comes from continuously measuring the four levels; reaction, learning, behavior, and results. This can be done bi-weekly, monthly, or quarterly. By comparing the benefits of training with the costs consistently, you will be able to measure the effect training has on employee performance. If you are using e-learning platforms, then this step is more simple, and you will not have to go out to hunt down that data. Most of the insights needed to measure training ROI will be readily available to use within the platform. Numbers are always a strong tool to use in strengthening your argument for improvements in current training. Do not take them for granted.

Design the perfect presentation

It is important to communicate your analysis in the best way possible. Make sure your points are clear and are engaging your audience. They need to find value in listening to your presentation, remember the opportunity costs here, you are taking up their time that can be used for other responsibilities. Use the right format, lingo, style, and visuals. Add some surprising elements. This is just as important as the numbers. Remember, you want them to see the value in your arguments for improved employee training and agree to take on your ideas. You have put the effort in collecting and analyzing the data, but now is the time to create a compelling story to make it happen. The goal is to encourage management to pursue the next steps towards improving the company’s employee training and development program.

Make an impact

Go and find justice for all employees out there. You now have the tools to march into your manager’s office and demand better employee training. Having a great story with the data to back it up is a secret superpower. Upper management will rue the day they thought training was a waste of money. Congrats!

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Katy Andreeva
Content Marketer

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