How to Calculate the ROI of Employee Training and Development

You’ve invested in upskilling your sales team. But now comes the big question from leadership: Was it worth it?

For HR and Learning & Development leaders, proving the value of training is a business imperative. Showing a clear return on investment is what separates strategic talent partners from cost centers. It’s the difference between your training budget getting approved or denied next quarter.

The good news? When done correctly, training isn’t an expense; it’s an investment with compounding returns. In fact, a book on training at Accenture supports investing in training; the authors estimated that for every dollar a company invested in training, they received about $4.53 in return—a 353% ROI!

This guide will equip you with a practical, step-by-step framework for calculating the ROI of employee training and development. You’ll learn how to isolate the impact of your training programs, convert performance data into monetary value, and confidently communicate the financial value of your L&D initiatives.

What Is the ROI of Employee Training?

The ROI of employee training is the quantifiable net value (both financial and non-financial) gained from a training program, compared to its total cost. It’s the ultimate metric that translates your L&D efforts into the universal language of business: dollars and cents.

In finance, calculating ROI is straightforward: it’s a measure of the profitability of an investment. But when we apply this concept to L&D, its definition expands.

Many organizations still rely on vanity metrics that tell an incomplete story. Completion rates, participation rates, and smile sheets (post-training satisfaction surveys) might make your reports look good, but they don’t answer the critical question: Did this training actually improve performance and drive business results? 

For instance, a 95% course completion rate means little if it doesn’t change on-the-job behavior, equip employees with new skills, or contribute to key business objectives. L&D professionals and leaders should remind themselves that these traditional measures are the starting point, not the finish line.

True training ROI acts as the crucial bridge between learning activities and tangible business outcomes. It connects the dots from a training session to metrics that executives care about, such as:

• Increased sales and revenue
• Higher productivity and efficiency
• Reduced operational errors and costs
• Improved customer satisfaction and retention
• Enhanced employee morale and reduced turnover

By focusing on calculating the ROI of employee training and development, you shift the conversation from cost to investment, from activity to impact. It empowers you to move beyond simply reporting how many people were trained and instead demonstrate how training programs affect the organization’s bottom line.

The ROI Formula for Employee Training

While the concept of ROI can feel complex, its calculation is anchored in a straightforward, standardized formula. This equation provides a clear, percentage-based value that represents the financial return of your training investment.

The universal formula for calculating training ROI is:

ROI (%) = (Net Benefits of Training ÷ Total Training Costs) × 100

Where:

• Net benefits of training = The monetary value of the training benefits (e.g., increased sales, productivity gains, error reduction) minus the total cost of the program.
• Total training costs = The sum of all expenses associated with developing and delivering the training.

Breaking down training cost factors

To accurately assess ROI, you must first account for every dollar spent. This goes far beyond just the price of an online course or a trainer’s day rate. A comprehensive cost breakdown includes:

• Direct costs: Trainer fees, cost of training materials, licenses for e-learning platforms or training software, and venue rental
• Indirect costs: The cost of employee time (i.e., salaries and benefits for the hours training participants are in training, not doing their regular jobs), administrative overhead, and internal marketing for the program
• Development costs: The time and resources spent by your L&D team or HR professionals to research, design, and create the training program

Putting the formula into practice with an example

Imagine you invest in a new sales training program for your team of 10 account executives.

Step 1: Calculate total training costs

• Course materials & license: $5,000
• External trainer fee: $7,000
• Employee time (80 hours total @50/hour):$4,000
• Total Cost: $16,000

Step 2: Calculate net benefits over the next quarter

You track the sales performance of the trained group. You determine that the training led to an increase in sales that generated an additional $90,000 in revenue.

• Monetary benefits: $90,000
• Minus total cost: – $16,000
• Net benefits: $74,000

Step 3: Calculate ROI

• ROI (%) = (74,000÷16,000) × 100
• ROI = 462.5%

This means for every dollar invested in training, the company got $4.63 in return.

This powerful figure moves the conversation from anecdotal evidence to hard data, making it easy to justify training investments to stakeholders.

Key Metrics to Track ROI of Training

To move from activity-based reporting to impact measurement, you must track a blend of leading and lagging indicators. Let’s break down these indicators.

Leading indicators are predictive, measuring the initial success and application of training. Lagging indicators are the ultimate outcomes, measuring the final impact on business performance. Together, they form a chain of evidence that directly links your L&D efforts to financial ROI.

Leading indicators (the application of learning)

These metrics measure whether training is being absorbed and applied on the job. They are predictors of future performance but do not, by themselves, quantify financial return.

• Knowledge and skill acquisition: This is measured through pre- and post-training assessments, quizzes, or certifications. A significant score improvement indicates that the training effectively transferred knowledge, which is the first step toward impacting performance
• Behavioral change: This is observed through 360-degree feedback, manager evaluations, or direct observation. It answers the critical question: “Are employees doing their jobs differently based on what they learned?” For example, a manager might note that a sales rep is now using the new objection-handling techniques from a workshop
• Training engagement and feedback: While not a direct measure of impact, high completion rates, positive employee survey scores (e.g., Net Promoter Score for training), and active participation in exercises are leading indicators of a program’s potential for success

Lagging indicators (the business impact of learning)

These metrics measure the ultimate effect of applied learning on organizational performance. They are often expressed in quantifiable business terms and are essential for calculating the monetary value used in the ROI formula.

• Productivity metrics: A reduction in time spent on tasks (e.g., average call handle time in a support center) or an increase in output (e.g., units produced per hour) directly translates to labor cost savings or increased capacity, which can be assigned a dollar value
• Quality and error rates: A measurable reduction in defects, mistakes, safety incidents, or compliance violations leads to direct cost savings by reducing waste, rework, and fines
• Sales performance: For commercial teams, this includes an increase in conversion rates, average deal size, upsell/cross-sell success, or a shorter sales cycle. These metrics are directly tied to revenue and are among the easiest to convert into a financial benefit for ROI calculation
• Employee retention: Calculate the cost savings from reduced turnover. If a leadership training program is linked to a 10% reduction in voluntary departures, the monetary value is the avoided cost of recruiting, hiring, and onboarding replacements—a figure that often runs into hundreds of thousands of dollars

Connecting the dots: A practical example

Scenario: A company invests in a training program for its software engineers on a new, more efficient coding framework.

• Leading indicator: Post-training assessments show a 95% proficiency rate. Team leads report observing the new techniques being used in code reviews
• Lagging indicator: Over the next quarter, the team’s average feature development cycle decreases by 20%. The monetary value of this 20% productivity gain is calculated based on the engineers’ fully loaded salaries
• Calculating ROI: This calculated monetary value (e.g., $50,000 in saved labor) becomes the “Net Benefits” figure. It is then plugged into the ROI formula alongside the total training costs to generate a precise ROI percentage, proving the program’s financial worth

By systematically tracking both types of metrics, you create a solid chain of evidence that demonstrates how employee training and development directly influence business objectives and deliver a measurable return on investment.

Methods for Measuring ROI of Training

To effectively calculate ROI, you need a systematic approach to data collection and analysis.

In the past, L&D and talent enrichment often relied on multiple tools to run ROI-driven training programs: one survey tool for before and after surveys, another tool to build out the training modules, screen recording tools, etc. Then they needed to expend a whole lot of manual effort to measure the efficacy of training programs through feedback, and track down and analyze work performance.

That work sprawl and context sprawl comes to an end with modern AI-powered all-in-one tools like . provides integrated features that streamline this process, moving it from a manual, retrospective chore to an automated, insightful practice.Let’s look at the key methods for measuring the ROI of training, with specific examples of how ’s features can be leveraged for each.

1. Pre- and post-training assessments

This is the foundational layer of measurement. By administering identical assessments before and after a training program, you quantitatively measure the knowledge or skills gained. The delta between the two scores directly represents the learning that occurred.

🎯 How makes this efficient:

You can quickly collect and organize assessment results by using Forms to administer pre- and post-training quizzes or surveys. With customizable forms, you can tailor questions to each training and share them instantly with participants. All responses are automatically gathered in one place, eliminating manual data entry and ensuring nothing is missed.

Tracking each employee’s progress over time is simple with Custom Fields. Add fields for pre- and post-training scores directly to training tasks or employee records. This allows you to compare results at a glance and identify who benefited most from the training.

Automations ensure you never miss a follow-up. Set up rules to trigger reminders for incomplete assessments or assign additional training tasks if post-training scores fall below a certain threshold. This keeps your training process proactive and responsive.

And using AI, you can create automations to suit your workflow. Want to know more? Check out this video👇

Gain instant visibility into average scores, improvement rates, and completion statistics with Dashboards. Create widgets to visualize learning gains across teams or departments, making it easy to spot trends and measure effectiveness.

For consistency and easy access, store answer keys, assessment guidelines, and training materials in Docs. This ensures everyone is working from the same resources and makes it easy to update materials as your programs evolve.

To get started even faster, leverage templates like the Training Rollout Plan Template to organize your assessment process and track progress from planning to completion.

2. Surveys and feedback collection

While assessments measure “what they learned,” surveys measure “how they felt” about the training and, more importantly, their “confidence in applying” the new skills. This measures engagement and predicts the likelihood of behavioral change.

🎯 How makes this efficient:

Again, you can effortlessly gather honest, structured feedback from every participant by using Forms. Design custom post-training surveys that ask about satisfaction, engagement, and confidence in applying new skills.

Brain can help you instantly summarize sentiment, extract key themes, and highlight urgent issues from survey results. This allows you to spot patterns—such as common obstacles or particularly effective aspects of your training—so you can make data-driven improvements faster than ever.

For a head start, try the Employee Feedback Template or Feedback Form Template.

Centralizing all feedback in means you never have to search through scattered emails or spreadsheets. You can set up automations so that every survey response is attached to the relevant training task or employee record, making it easy to track feedback over time and in context. This helps ensure that feedback leads to real action.

For example, if a participant reports low confidence in applying new skills, can automatically assign a follow-up coaching session, send additional resources, or notify a manager for further support. Automations can also trigger reminders for participants who haven’t completed their surveys, boosting response rates.

You can also simply @mention Brain for instant answers and quick support! To know more, watch this video👇

Confidentiality is also easy to maintain with . Forms can be set up to collect anonymous feedback, encouraging participants to be candid about their experiences. This honesty helps you uncover issues that might otherwise go unreported and ensures your data reflects the true sentiment of your team.

3. Control groups and benchmarking

To truly isolate the impact of training, compare outcomes between employees who received training and those who did not. This benchmarking approach helps you attribute performance improvements directly to your program, rather than to external factors.

🎯 How makes this efficient:

You can efficiently manage, control, and test groups by creating separate tasks or lists for each group in . Assign and track training participation, then use Custom Fields to log performance metrics for both groups. This structure makes it easy to compare results side-by-side and see the true effect of your training.

Again, you can view and benchmark results across groups with Dashboards and set up Automations to ensure consistent follow-up and data collection across both groups. For example, you can automatically assign surveys or assessments at the same intervals for both groups, reducing manual effort and bias.

Leverage templates like the KPI Template to standardize your benchmarking process and ensure you’re tracking the right metrics for meaningful comparisons.

4. Performance data analysis (Before vs. after training)

The ultimate goal of training is to drive real-world performance improvements. By analyzing key metrics—such as productivity, sales, or error rates—before and after training, you can quantify its business impact.

🎯 How makes this efficient:

You can centralize all relevant performance data in by attaching reports or logging metrics as Custom Fields on training tasks. This keeps all your data in one place and makes it easy to track changes over time.

Dashboards make it easy to visualize trends and compare before-and-after results at a glance. Create charts and graphs that show performance improvements, helping you demonstrate the tangible ROI of your training programs to stakeholders.

Automations can prompt managers to input data at set intervals, ensuring timely and consistent measurement. For example, you can schedule reminders for managers to update performance metrics one month after training completion.

Store supporting documentation, such as performance review guidelines or data collection procedures, in Docs for easy reference and consistency across your team.

Templates like the ’s Employee Development Plan Template can help you structure ongoing performance tracking and ensure that training outcomes are linked to business goals.

5. AI-driven insights for learning impact

Modern training measurement goes beyond basic metrics. With advanced AI solutions, you can move from simply tracking data to generating real, actionable intelligence that transforms how you measure and improve learning impact.

🎯 How makes this efficient:

You gain instant, organization-wide intelligence with Brain.

Brain acts as your AI-powered knowledge engine, connecting all your training data—feedback, assessments, performance metrics, and more—so you can ask natural language questions like “What’s the biggest skill gap after last quarter’s training?” or “Which teams showed the most improvement?” and get immediate, context-rich answers. This eliminates manual analysis and empowers you to make smarter, faster decisions about your training strategy.

See how Brain instantly generates relevant insights with just one prompt👇

Brain MAX takes things further by leveraging advanced analytics and machine learning. Brain MAX can forecast future training needs, predict which employees are most likely to benefit from specific programs, and surface hidden patterns in engagement or performance. This means you’re not just reacting to past results—you’re proactively shaping your learning and development roadmap for maximum ROI.

With Brain MAX, you unlock unique capabilities that set it apart from standard AI solutions. You can use Talk-to-Text to interact with your workspace hands-free—simply speak your questions or commands, and Brain Max will transcribe and process them instantly, making it easier than ever to capture insights or trigger actions on the go.

Watch this video to know how Brain MAX turns your voice into organized text right in your Workspace👇

Brain Max also gives you access to multiple large language models (LLMs) like ChatGPT, Claude, and Gemini, allowing you to choose the best AI engine for your specific needs—whether you want ultra-fast responses, nuanced analysis, or specialized industry knowledge. This flexibility ensures you always get the most accurate and relevant insights for your training data.

You can automate complex analysis and reporting with AI Agents. These specialized agents can be set up to monitor training feedback, flag sentiment changes, summarize survey results, and even recommend next steps—such as assigning refresher modules or scheduling follow-up coaching—without any manual intervention. This ensures that every insight leads to timely, targeted action.

’s AI Fields allow you to embed intelligence directly into your training workflows. For example, you can create a custom AI Field that automatically scores open-ended feedback for positivity, urgency, or relevance, and then triggers automations based on those scores. This turns every piece of qualitative data into a measurable, actionable metric—no more sifting through endless comments or survey responses.

With AI Cards in , you can surface the most important insights right where you work. These Cards provide real-time summaries, recommendations, and alerts directly in your Views—so whether you’re reviewing a training project, a feedback list, or a performance dashboard, you always have the latest AI-driven intelligence at your fingertips.

By integrating ’s suite of AI solutions into your training measurement process, you move from fragmented, manual reporting to a unified, intelligent system that not only tracks ROI but actively drives continuous improvement and learning success.

Challenges in Measuring Training ROI

While calculating the ROI for training and development is a powerful way to demonstrate value, several significant challenges can obscure the true impact of L&D initiatives. Recognizing and strategically addressing these hurdles is essential for producing accurate, credible, and actionable results.

1. Isolating the impact of training

🛑 The challenge: Business outcomes are influenced by numerous variables—market conditions, changes in leadership, new technology implementations, economic shifts, and more. Attributing a specific performance improvement, such as a 15% increase in sales, solely to a training program is methodologically complex. Without isolation, you cannot credibly claim that training caused the result.

✅ How to address it:

• Use control groups: This is the most effective method. By comparing a trained group to an identical untrained group, you can filter out external variables
• Trend analysis: Use  Dashboards to view performance data from a long-term perspective. If a positive trend begins sharply immediately after training and is sustained, it strengthens the case for causation, especially if the control group’s trend remains flat
• Stakeholder estimation: In cases where control groups aren’t feasible, consult with managers and participants to get their expert estimate on what percentage of the improvement was due to the training. While subjective, this can provide a defensible attribution factor

2. Converting data to monetary value

🛑 The challenge: It is relatively straightforward to measure a 20% reduction in errors or a 30-minute decrease in task completion time. The real difficulty lies in converting these soft metrics into a hard, credible dollar amount that can be used in the ROI formula. This requires accurate calculations of fully loaded costs, hourly wages, and the financial impact of mistakes.

✅ How to address it:

• Standardize conversion techniques: Work with finance to establish standard values for common outcomes. For example:
  • The cost of one employee error = (average time to correct it * fully loaded hourly wage) + cost of any wasted materials
  • The value of one hour saved = the fully loaded hourly wage of the employee
• Leverage historical data: Use  to track these conversions over time. Create a dedicated “value conversion” table as a Doc within to ensure consistency and transparency in all your calculations, making the process auditable and credible

3. Data collection and integration

🛑 The challenge:  Relevant data often resides in disconnected systems—HRIS for employee data, CRM for sales performance, project management tools for productivity metrics, and survey tools for feedback. Manually gathering, cleaning, and integrating this data is incredibly time-consuming and prone to error, making continuous ROI measurement impractical.

✅ How to address it:

• Centralize with : Use  as your operational hub. While other systems remain the source of truth, can be the platform for analysis
  • Use Custom Fields to bring key metrics (e.g., “Q4 sales quota attainment %”) into tasks for each employee
  • Use  Forms to bring all survey and assessment data into one place
  • Build dashboards that pull these disparate data points together into a single, coherent view for analysis, eliminating the need for manual spreadsheets

4. Long time lag to see results

🛑 The challenge: The ultimate business impact of training—especially for soft skills like leadership, communication, or change management—may not be visible for months or even years. This long delay makes it difficult to connect the outcome back to the initial training investment, and stakeholders often want to see results within a single quarter.

✅ How to address it:

• Measure the leading indicators: You cannot wait a year for lagging indicators. Build a chain of evidence by meticulously tracking and reporting on leading indicators
  • Use  to schedule and automate follow-up surveys at 30, 60, and 90 days to measure application and behavioral change
  • Report on these leading indicators (e.g., “85% of managers report observing the new skills being applied”) to show progress and maintain stakeholder buy-in while waiting for the long-term financial results to materialize

5. Establishing credibility and accuracy

🛑 The challenge: If your ROI calculation is perceived as inflated, based on guesswork, or biased, it will be dismissed by leadership and can damage the credibility of the entire L&D function. The process must be conservative, methodologically sound, and transparent.

✅ How to address it:

• Adopt a conservative approach: When converting data to monetary value, use the most conservative estimates. Underpromising and overdelivering on ROI builds trust
• Document everything and be transparent: Use  Docs to create a living “ROI methodology handbook.” Document your data sources, conversion formulas, assumptions, and any limitations for each study. This transparency allows others to audit your process and reinforces the credibility of your findings
• Report a range, not a single number: Instead of reporting an ROI of 152%, report a range (e.g., “we are confident the ROI falls between 130% and 170% based on our most conservative and optimistic models”). This acknowledges the inherent uncertainty in the calculations and presents a more realistic and credible figure

By anticipating these challenges and implementing a structured, tool-enabled approach to address them, you move from producing speculative numbers to delivering robust, defensible, and trusted ROI calculations that secure ongoing investment in employee development.

Best Practices to Improve Training ROI

Maximizing the return on investment from your training and development programs requires a strategic approach that spans from initial planning to long-term reinforcement. By implementing these best practices, you can ensure your L&D initiatives are not just cost centers but powerful drivers of performance, productivity, and growth.

1. Align training with business goals

Before developing or purchasing any training, clearly identify which specific business goals it supports. Training should be a solution to a known performance gap or strategic initiative, not a generic activity.

💡How to implement it:

• Start with leadership: Partner with senior leaders and department heads to understand their top priorities and challenges
• Conduct a needs analysis: Survey managers and employees to pinpoint specific skill gaps that are hindering performance
• Set clear objectives: Define what success looks like in measurable terms that tie directly to a business outcome (Example: “reduce customer onboarding time by 20%” or “increase cross-selling revenue by 15%”)

2. Focus on application and behavioral change

The value of training is realized only when new knowledge is applied on the job. Design programs with a heavy emphasis on practice, real-world scenarios, and post-training support to ensure learning translates into action.

💡How to implement it:

• Incorporate experiential learning: Use role-playing, simulations, and real projects as part of the training curriculum
• Create reinforcement plans: Develop 30/60/90-day post-training action plans. Use  Tasks and workflow automation to assign follow-up activities, practice sessions, and reflection exercises to participants and their managers
• Enable social learning: Create spaces for cohorts to share experiences, challenges, and successes, fostering a community of practice. Whiteboards or Docs are great for this

3. Leverage technology for scale and personalization

Use modern L&D technology, including your existing work management platform, to deliver training efficiently, track engagement at scale, and personalize learning paths based on individual or role-specific needs.

💡How to implement it:

• Centralize in : Use  as your L&D hub. Create a Learning Space with folders for different programs, using Tasks for modules and Custom Fields to track progress, completion status, and assessment scores
• Automate administration: Enroll employees in training based on their department, send reminder notifications for upcoming deadlines, and automatically assign follow-up surveys upon completion using Automationa
• Personalize with dashboards: Managers can use shared  Dashboards to view their team’s training progress, assessment results, and application goals, allowing them to coach to specific needs

4. Empower managers to reinforce training

Managers are the single most important factor in whether training is applied. Equip them to coach their teams, reinforce key concepts, and create opportunities for employees to use their new skills.

💡How to implement it:

• Train the managers first: Ensure managers understand the training content and their critical role in reinforcement
• Provide manager toolkits: Store coaching guides, conversation prompts, and activity ideas in a  Doc that is collaborative and easily accessible
• Set clear expectations: Create tasks for managers in  with clear deadlines for conducting post-training check-ins with their team members to discuss application and progress

5. Continuously measure and optimize

Adopt a cycle of continuous improvement. Regularly collect data on effectiveness, analyze what’s working and what isn’t, and use those insights to refine and improve your programs over time.

💡How to implement it:

• Build measurement into the process: Use the methods outlined in previous sections (assessments, surveys, performance tracking) as a standard part of every program
• Analyze trends: Use Dashboards to visualize feedback scores, knowledge gain, and performance improvement across different programs and departments to identify high-impact initiatives and those needing improvement
• Close the feedback loop: Regularly review feedback and performance data with program facilitators and designers. Use  Docs to document iterations and updates made to training content based on this data

By embedding these practices into your L&D operations, you shift from a one-off training mindset to building a continuous learning culture that demonstrably improves performance and delivers a compelling, measurable return on investment.

A Real-World Example

Motorola’s Six Sigma training: A benchmark for ROI

In the 1980s, Motorola, the American telecommunications giant, was losing market share to competitors who were producing high-quality products at a lower cost. Internal analysis revealed massive costs associated with defects in manufacturing and processes that led to rework, waste, warranty claims, and customer dissatisfaction.

The training solution: Motorola developed and implemented a comprehensive training program based on a new methodology called Six Sigma. The goal was to instill a data-driven culture focused on virtually eliminating defects (defined as 3.4 defects per million opportunities).

The program was a rigorous, multi-level certification process:

• Executive training: For leadership buy-in and alignment
• “Green Belt” training: For project managers and team leads, focusing on foundational Six Sigma tools
• “Black Belt” training: An intensive, full-time program for specialists who would lead complex quality improvement projects across the company. These employees were dedicated to Six Sigma initiatives for two years

The measurable impact and calculated ROI

Motorola’s commitment to measuring the impact of its Six Sigma training is what made it a legendary case study in the L&D world.

Reported financial results:

• Within the first five years of implementation (1987-1992), Motorola reported $2.2 billion in cumulative savings directly attributed to projects led by Six Sigma-trained employees
• Other key metrics:
  • Product quality: Achieved their ambitious goal of 99.99966% defect-free products
  • Manufacturing productivity improved by 12.3% annually
  • Despite increased competition, profits grew during the program’s peak

Why it worked: The keys to its high ROI

Motorola’s success wasn’t accidental. It exemplifies the best practices covered in this guide:

1. Aligned to a critical business goal: The training was a direct strategic response to an existential threat—inferior product quality and rising costs. It wasn’t “training for training’s sake
2. Focused on application, not just knowledge: “Black Belts” weren’t just trained; they were assigned to high-impact projects with clear metrics. The training was immediately applied to real problems
3. Rigorous measurement and accountability: The core of Six Sigma is data. Every project had to demonstrate verifiable financial savings. Results were tracked meticulously and reported to top management
4. Leadership buy-in: CEO Bob Galvin championed the initiative and made it a corporate mandate, ensuring resources and attention were allocated

Measure Training ROI Effectively with

Measuring training’s ROI is the most powerful way to transform your L&D function from a cost center to a strategic driver of business growth.

While challenges like isolating impact and converting data exist, they are surmountable with a structured methodology and a commitment to continuous measurement. Ultimately, this process isn’t just about proving value; it’s about creating a culture of continuous improvement where every training investment is optimized for maximum impact on your bottom line.

The key to unlocking this potential lies in moving beyond disconnected spreadsheets and manual data collection. To efficiently centralize your assessments, automate feedback cycles, and build compelling dashboards that tell the story of your success, you need a unified platform. 

 is designed to be that central nervous system for your L&D operations, integrating every step of the ROI journey into a single, powerful workspace. Stop struggling to prove your value and start demonstrating it with clarity and confidence.

Sign up for your free account today and begin building a data-driven case for your most critical training investments.

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