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83% of Training Programs Fail to Prove ROI – Here’s the Scientific Solution

Access our proprietary framework to measure and maximize training impact

Reveal the Methodology
Diagnose • Solve • Prove

The Invisible ROI Problem: Why Training Investments Go Unmeasured

Why Training ROI Goes Unmeasured

✔️ “Level 1-2 evaluations don’t link to business outcomes”
✔️ “No scientific attribution of KPIs to training”
✔️ “CFOs dismiss ‘soft’ training benefits without dollar values”

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How We Fix This

✔️ “Role-Performance Modeling isolates training impact”
✔️ “Financial formulas quantify behavioral changes”
✔️ “Proven 5X ROI for frontline workforce programs”

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Service

Creativity That Drives ROI: The Science of Training Impact

Numbers don’t lie—our methodology has helped organizations achieve 500% training ROI, isolate KPI attribution, and quantify behavioral changes. We take pride in transforming frontline workforce performance.
100

Satisfied Clients

2500

Project Delivered

Trusted by Over 100+ Trusted Partners

Beyond Guesswork

Why We're Different

  • 1

    Accuracy

    We expose why 83% of training ROI calculations fail – and how our attribution models fix this. Using Kirkpatrick’s Level 4 evaluation framework, we isolate true training impact from business noise with statistical precision.

  • 2

    Methodology

    Our RMF framework drills into frontline tasks to identify performance levers. By aligning training to Lead Indicators of Performance (LIP), we create causal links between skills and business outcomes.

  • 3

    Proof

    Real results: We helped a retail client achieve 5X returns by quantifying how soft skills training reduced attrition costs and increased revenue per employee. Financial models translated behaviors into dollars.

  • 4

    Partnership

    We collaborate with L&D teams to build CFO-friendly reports. Through Activity-Based Costing and control group testing, we transform training from cost center to profit driver.

Team

Meet Our Experts

Pioneers who’ve cracked the code on training ROI measurement – with 500+ proven success stories.
Adam D. Green
Adam D. Green Managing Director
Tammie D. Smith
Tammie D. Smith HR & Admin
John R. James
John R. James General Manager
Robyn M.
Robyn M. Assistant Manager
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Addressing Skill Gaps

Many industries face a mismatch between the skills that job seekers possess and those that employers need. By supporting skilling initiatives, corporates ensure a steady pipeline of talent that is equipped with relevant and up-to-date skills.

Future-Proofing the Workforce

As technology and industries evolve, the demand for new skills increases. Corporate support for continuous skilling helps to future-proof the workforce, ensuring that employees remain competitive in a rapidly changing job market.

Enhanced Employee Morale and Retention

Companies that invest in the skilling and development of their employees often see higher levels of job satisfaction and retention. This reduces turnover costs and builds a more committed workforce.

Innovation and Competitiveness

A skilled workforce drives innovation and competitiveness within a company. By supporting skilling as a CSR cause, companies can ensure they have access to the talent needed to stay ahead in their industry.

Community Development

Skilling initiatives can lead to the development of more self-reliant communities. When individuals are equipped with the skills to secure meaningful employment, they contribute more effectively to the local economy and society.

Reducing Social Issues

By providing people with the skills they need to succeed in the workforce, companies can help reduce social issues such as poverty, crime, and dependency on welfare.

Empowering Marginalized Communities

Skilling programs often target underserved and marginalized communities, providing them with opportunities for economic empowerment. This promotes inclusive growth and reduces inequality.

Gender Equality and Diversity

Corporate-supported skilling initiatives can focus on promoting gender equality and diversity by encouraging the participation of women and underrepresented groups in high-demand sectors.

Positive Social Impact

Supporting skilling initiatives demonstrates a company’s commitment to social responsibility and community development. This can enhance the company’s reputation, making it more attractive to customers, investors, and potential employees.

Brand Loyalty

Consumers are increasingly favoring brands that demonstrate social responsibility. Companies that invest in skilling as a CSR cause are likely to build stronger brand loyalty and customer trust.

Enhancing Workforce Quality

By investing in skilling programs, companies help create a more skilled and capable workforce. This contributes to overall economic growth by improving productivity and innovation within the industry.

Reducing Unemployment

Skilling initiatives can reduce unemployment rates by equipping individuals with the necessary skills to secure jobs, particularly in industries facing skill shortages.

Challenge

One-time training interventions lead to poor retention in the frontline.

Training Intervention

A Continuous Learning Journey combines digital learning with trainer support, providing ongoing, personalized development. This model uses multiple touchpoints to address individual performance gaps, ensuring continuous skill improvement and real-time application. By focusing on personalized learning paths, it drives long-term growth and measurable results, empowering employees to adapt and excel.

Challenge

Large companies with large frontline workforces require extensive trainer teams.

Training Intervention

Trainer Augmentation offers a scalable solution by outsourcing your trainer capacity. This model allows you to quickly scale your training efforts without overburdening your internal resources. By bringing in experienced, external trainers, you ensure consistent, high-quality training delivery while freeing up internal teams to focus on strategic priorities. It’s an ideal solution when you need to meet growing training demands or launch new initiatives without compromising on quality or capacity.

Challenge

Uniform training for all employees fails to address performance disparities.

Training Intervention

Analytics-driven, cohort-based training identifies skill gaps using performance data. By segmenting employees into cohorts based on performance, organizations can tailor training to address specific needs, driving higher engagement and measurable improvements. This targeted approach ensures that training is effective, efficient, and aligned with actual performance challenges.

Challenge

Supervisors prioritize high performers, leaving low performers unsupported and underdeveloped.

Training Intervention

Sustenance Training offers a blended, on-the-job approach to skill development, addressing gaps in supervisor bandwidth and ensuring consistent employee growth. By combining structured learning modules with real-time support, this program provides targeted training for all employees, including those who need additional guidance. It empowers the workforce to build skills, improve productivity, and thrive, fostering balanced development across teams.

Challenge

L&D teams cut induction training due to limited capacity/expertise.

Training Intervention

Role Induction Training delivers a structured onboarding experience during the first 7-10 days. Combining company culture, policies, and values with tailored role-specific training, it equips new hires with the skills to contribute effectively from day one. This program bridges gaps in training capacity, ensuring a seamless and productive induction process..