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May 22nd, 2023 · 4 min read

How to audit your training programs to get the most out of your L&D budget

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How to audit your training and development programs

  1. List out L&D programs
    To paint a full picture, you should plan to examine the individual performance of every aspect of your L&D strategy. This starts by taking stock of each program that falls under this umbrella.

    What this looks like is going to vary greatly from one company to the next because it’s entirely dependent on what initiatives you currently have in place. Your list might include things such as a learning platform, workforce education solution, resource library or a tuition reimbursement program. Be sure to include all initiatives that relate to employee learning.

  2. Review resourcing and budgets
    If determining the ROI of your learning investment is a desired outcome of this audit, then it’s important to gather all the information you have related to the costs of your L&D initiatives. This includes any software spend or outsourcing fees that go to academic institutions or third-party managed learning services.

  3. Collect both qualitative and quantitative data
    You’ll want to gather both quantitative and qualitative data as part of the collection process.

    Quantitative data is typically expressed in numbers. These are your standard L&D metrics such as retention rate, employee productivity or training completion rate. Qualitative research is non-numerical data that’s gathered through methods such as interviews or employee surveys. Combining both quantitative and qualitative data offers a more comprehensive understanding of your L&D results by helping to validate and complement findings.

    Since these programs are already up and running, you’ve likely already established and collected unique success metrics for them. The goal of the audit is simply to gather all of this data in one place to be able to look at everything collectively.

  4. Analyze results and identify areas of opportunity
    With all of the groundwork done, now it's time to analyze your findings — at the program level and collectively — to determine if your L&D programs and resources are delivering the ROI your organization set out to achieve and aligning with your overall company goals.

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Taking action on your training audit results

Identifying performance gaps

  • Which programs are directly impacting company goals?
  • What are the possible causes of the gaps you’ve identified? How easily addressable are they?
  • What are the characteristics of your highest-performing programs? How can you replicate this?
  • Which programs are the highest-rated among employees? How do they measure against your highest-performing programs?
  • Would any of these programs benefit from better technology? Is the current technology outdated?

Addressing performance gaps

Prioritizing your action items

  • Evaluate all optimizations and rank them by the expected impact on goals, as well as the level of effort required to execute
  • Set timelines for implementation of new programs, in order of urgency
  • Establish critical metrics and set desired objectives and outcomes
  • Track both individual program performance and expected impact on greater company goals

Auditing your way to better L&D ROI

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