How to Measure the Impact of Training on Your Business in Luxembourg

Investing in employee training is vital for developing talent, enhancing productivity, and strengthening organisational competitiveness. However, quantifying the tangible impact of these efforts remains a significant challenge. Training programmes can become powerful strategic levers with the right tools and a structured approach. Here are key strategies to achieve this, supported by Microtis solutions.

1. Start with Dynamic Skills Mapping

To effectively measure the impact of training, it is essential to begin with a comprehensive analysis of organisational needs. Skills mapping, which identifies current competencies and future requirements, enables HR leaders to clearly visualise gaps between existing capabilities and those needed to achieve strategic objectives.

For maximum relevance in an evolving business environment, this mapping must be dynamic and integrated into real-time talent management processes. Modern solutions, such as those offered by Microtis, enhance this analysis's agility and strategic value, ensuring it remains future-focused.

Key Insight: According to PwC's CEO Survey Report 2023 - Luxembourg Findings, 40% of business leaders in Luxembourg view the availability of key skills as a threat to their organisation's growth, highlighting the importance of digital transformation and skills development.

2. Prioritise Employee Engagement

The effectiveness of any training initiative largely depends on employees’ motivation to learn. Implementing an engagement evaluation system, complemented by internal surveys, helps identify barriers to participation and optimise the learning formats offered.

With Gesper Évaluation, it is possible to design tailored development plans that reflect both employees’ learning preferences and the competencies identified as critical by management. These plans are seamlessly integrated into Gesper Formation, enabling flexible, personalised management of learning pathways, aligned with both corporate objectives and individual development needs.

Key Statistic: According to the LinkedIn Workplace Learning Report (2023), 94% of employees would remain longer with an organisation that invests in their professional growth.

3. Focus on Practical, Applied Learning

Theoretical knowledge alone has limited impact. Prioritise training formats that promote direct application of skills, such as simulations, collaborative workshops, and pilot projects. These approaches support faster knowledge retention and measurable outcomes.

In addition to personalised learning pathways in Gesper, the Learning Management System (LMS) module facilitates the creation and management of e-learning, in-person, and hybrid training courses, enhancing the practical acquisition of key competencies.

Important Note: Although flexible, hybrid training formats are not eligible for INFPC co-funding via RISEUP. Only in-person or fully online courses are considered.

4. Automate Tracking and Evaluation

Automation plays a crucial role in streamlining training management.
With Gesper Formation, organisations can centralise training administration and automate the collection of key performance data, including participation rates, assessment outcomes, and post-training feedback.

By correlating individual performance metrics with strategic business indicators—such as revenue growth, customer satisfaction, and staff turnover—it becomes easier to evaluate the broader impact of training on organisational performance. While advanced analytics features are scheduled for release in 2025, the current reporting capabilities already provide valuable insights to assess training effectiveness.

Key Statistic: A Deloitte survey (2023) indicates that organisations leveraging data analytics in their training programmes experience a 22% improvement in return on investment (ROI). (source)

5. Implement Continuous Evaluation

Rather than relying solely on post-training evaluations, consider establishing regular assessment points to track progress over time. Quarterly reviews of acquired skills enable organisations to adjust learning programmes proactively, ensuring continued relevance.

Gesper Évaluation by Microtis supports continuous performance monitoring through self-assessments and structured evaluations, offering a comprehensive and up-to-date overview of organisational competencies.

6. Adopt an ROI/VOI Approach

While ROI (Return on Investment) remains a key metric for assessing the financial impact of training, the VOI (Value of Investment) approach considers broader benefits, such as employee engagement, innovation capacity, and process improvements.

The integration of data between Gesper Formation, the LMS, and Gesper Évaluation enables organisations to measure training impact holistically. This approach facilitates the alignment of learning programmes with strategic business goals, ensuring that investments in employee development deliver both tangible and intangible returns.

7. Leverage Advanced Tools to Optimise Processes

Combining Microtis solutions allows for the seamless management of training and evaluation processes, ensuring compliance with regulatory requirements while optimising resource allocation.

Key Insight: According to the Lefebvre Dalloz Formation Barometer (2023), 64% of decision-makers view training as a strategic lever for organisational growth.(source)

Conclusion

Measuring the impact of training should no longer be a complex task for HR leaders. With robust methodologies and advanced solutions like those from Microtis, it is possible to evaluate the true value of learning programmes, optimise ROI, and support organisational transformation. The key lies in harnessing data-driven insights and aligning learning strategies with business objectives.

To learn more about Gesper Formation and Microtis’ HR solutions:

• Gesper Formation
• Learning Management System (LMS)
• Gesper Évaluation