More than half of HR and learning and development (L&D) leaders are now expected to show how learning contributes to business outcomes, but many say they lack the data to make that case, according to new research.

The report, The Workforce Enablement Era, released by learning technology company Go1, found that 55% of surveyed HR and L&D leaders are asked to demonstrate business outcomes from learning. This is in addition to engagement, compliance, participation and completion, which remain common measures.

Seventy-nine per cent of the HR and L&D leaders said they face some or a great deal of pressure to show learning's impact on the business.

The report argued that traditional metrics only go so far.

"Activity data can show that learning took place, but it provides limited evidence of what employees can apply in their work," it said.

Barriers to measuring impact

Asked what makes it difficult to connect learning activity with business outcomes, respondents most commonly cited overreliance on completion metrics (38%).

Lack of data, disconnected systems and manual reporting were each cited by 34%. Other identified barriers include:

• Limited executive alignment (33%)
• Limited manager input (29%)
• Unclear business priorities (26%)
• Lack of signals about employee confidence (24%)

"HR and L&D teams are being asked to connect learning with business outcomes, but the data, systems and input from managers and business leaders needed to make that connection are not always available," the report stated.

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