As you now have to provide the management with a set of answers to:
- How much has your employees’ performance increased with regard to operating the new software?
- How many learners have actually completed the training?
- If some employees did not complete the training, then how far have they progressed?
- Is there a plan of action for repeating the training if needed?
- Is the company’s growth and direction proportional to the cost of training?
(Top management will expect answers to these questions when you are done with the training, so it’s best to prepare a response in advance)
Right off the bat, you’ll realize that it is difficult to furnish decent answers to some of these questions. And even then, you may face issues with determining the real ROI!
For example, determining how you plan on repeating classroom training once it is over is a big question. Or, how would you know about the employees who did not complete their training and how much have they actually progressed? Additionally, is there an environment for employees to test what they have learned without having to interact with the actual software?
Such answers are difficult when you do not have a tracking mechanism that records data for your analyses, however, knowing the answer to these questions is the link between moving from conducting a training program to actually ensuring it succeeds.
This is where you may want consider the other options with regards to conducting training and collecting data as an answer to the management’s questions and probably do it all while keeping costs down!
Straight up the answer is that eLearning can directly assist in the scenario mentioned above, and actually do it at anywhere between 30% to 50% less than what a classroom-based session would cost.
And to prove it, here are a lot of calculations:
How much would it cost to train 100 employees over 45 days with 5 unique teams each requiring unique training solutions?
According to Salary.com, the average cost of hiring a corporate trainer in the United States can range from anywhere between $24 to $31/hour. For this example, let us take the median pay of $28 an hour.
Now let us say that each team needs a 2-hour session every day and we need to train 5 teams. So start by multiplying 2 hours into 5 teams and we arrive at 10 hours a day. With the trainer charging you $28 we need to pay the trainer $28 * 10 hours which is $280/day to train all 5 teams.
Finally, multiply $280 into 45 days and you end up paying $12,600 for 45 days’ worth of training. One thing to keep in mind is that we have considered a flat rate for the trainers’ fee to train all 5 unique teams with unique needs to operate the software. Some teams may need basic training while some may need advanced training, which results in some teams needing more advanced training which may cause the hourly rates to increase or the duration of training to cross the 45 days mark! Also, we have not accounted for the cost to hire a venue or the cost of traveling learner and trainer, etc.
And now that you paid for the training and it has come to an end, what happens if:
- Most of the teams need additional training beyond the initial 45 days?
- New employees are to be trained – the ones who join after the training session?
- People need to revisit the training.
(These are actual problems that plague the face-to-face training industry right now)
It’s pretty evident that considering the initial investment of $12,600 as the ‘only cost’ to train employees is not logical. Especially when factors like low training retention and need to retrain arise. And even then, we have not accounted for the specialty training that some teams may need in addition to the possibilities of renting a training venue or accounting for traveling employees!
This is where eLearning-based electronic training overachieves.