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We’ve all probably seen it: When the IT organization is directed to cut costs, one of the first things to go is the training budget, and learning and development fall by the wayside. The reason is simple: Training tends to be seen as a cost, rather than as an investment.
It’s difficult to fault business executives for that. Any investment needs to be tied to business objectives, and deliver business results, and the return on investment of learning and training can be murky, at best. But according to Patti and Jack Phillips, CEO and chairman, respectively, of the ROI Institute, it doesn’t have to be that way.
In their new book, “The Business Case for Learning: Using Design Thinking to Deliver Business Results and Increase the Investment in Talent Development,” the Phillipses discuss how to demonstrate learning and development ROI to even the most skeptical business executive.
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