HR leaders pressed to prove learning’s impact, but data falls short

It framed readiness as whether employees can “apply the right skills, knowledge and behaviours when their work requires them.”

“Readiness is not captured by a single measure,” the report said, adding that it may draw on evidence of confidence, capability, application and behaviour change, as well as input from managers and functional leaders.

An L&D specialist in financial services, interviewed for the report, described looking beyond course data to how employees actually perform.

“Through errors and observations, we’re able to go out to different lines of business and observe how people are working during training and after training,” the specialist said.

A gradual shift

Despite the pressure, leaders do not expect activity metrics to disappear any time soon.