Document Type
Seminar Paper
Date of Original Version
2012
Abstract
The amount of investment dedicated toward training and development is remarkable. According to the American Society for Training and Development (ASTD), U.S. businesses spent $171.5 billion on learning activities in 2010 (Market Watch, 2012). With such a large price tag comes well-deserved scrutiny. Human resource professionals will adamantly declare the importance and need for training and development activities, yet few actually measure any type of return on investment (ROI). This disconnect may be attributed to a number of different possibilities, but whatever the reason, HR professionals need to be able to identify the measurable impact that these development activities have on business performance.
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