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Investing in a digital training programme to address skill gaps is one of the most important decisions a company leader can make. But how can learning and development (L&D) managers effectively prove that investing time and resources in employee training and development was worthwhile? Or, that the training was effective in pushing their workforce forward? 

One of the biggest challenges in corporate training and development is the rapid pace of technological advancement. Even modern training programs become outdated quickly, and traditional learning distribution solutions often cannot meet mounting reskilling needs — especially for hard-to-reach learners. This can make it challenging for learning and development (L&D) professionals to quantify training effectiveness