Each year corporations spend millions of dollars on various forms of professional development and the seemingly never ending debate ensues in terms of, what is the return on investment? For a long time this has always been difficult to determine because the benefits are not obviously tangible and most often cannot be expressed in financial terms. I suppose it’s akin to putting people “our most important asset” on the balance sheet. Alas that hasn’t happened yet either.
So in the absence of any financial accounting mechanisms employee engagement surveys have emerged as an objective basis to assessing the human contribution. Given that engaged employees equate to reduced turnover, innovative contributions, improved efficiencies, etc, can one assume that if some form of professional development improves engagement scores then that supports a credible return on investment? Read more