Soft Skill Training and Its Impact On Productivity

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SOFT SKILLS TRAINING AND ITS IMPACT ON PRODUCTIVITY
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Table of
contents
Introduction Chapter 1 Chapter 2
Chapter 3 Chapter 4 Chapter 5
Conclusion Contact us References
03 04 08
11 21 25
33 34 35

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Upskillist has been creating online courses since 2013. We have curated over
75 university certified courses with thousands of lessons and over 3000 hours
of video content. We understand that each student is a unique being and our
mission is to provide a variety of content and materials to cater for all learning
styles with value and outcomes at the heart of everything we do.
With workplaces becoming more competitive than ever, Upskillist embarked on
a journey to identify the skills required to give our students a competitive edge
in the market.
In our quest, curiosity around soft skills training and its impact on productivity
became apparent. While advances in technology and artificial intelligence
enable many industries to run more efficiently with streamlined processes
and increased automation, they cannot be programmed to replace human
interactions. With that, the art of engaging with a fellow human becomes
invaluable.
We learned that, now more than ever, Recruiters, HR specialists and Learning
and Development Managers place emphasis on recruiting individuals with the
right technical skill abilities who also fit the organisation culturally and are
able to serve as an asset to the team allowing for collaboration and growth of
the business.
Our curious nature made us look at our soft skills course offerings and with
that, we conducted an online survey with over 1500 individuals to determine
how they rate soft skills in 2022.
We asked how soft skills impact their productivity and complement their hard
skills and how effectively one can be trained in soft skills.
Our survey led to some interesting discoveries, and we share many of our
findings throughout this e-book. What started as a matter of curiosity, resulted
in valuable insight and knowledge on soft skills.
By the end of this book, we hope that you have a solid understanding of how
the top-rated soft skills impact productivity at the workplace, how online
training is a beneficial tool in your training arsenal and interestingly, how
to calculate a return on investment for soft skills training – a mathematical
equation that may seem complicated, but is able to help quantify the
investment in your human workforce.
Introduction
We were particularly curious to explore how managing
conflict in the workplace and how diverse and inclusive
work cultures can be impacted by good leadership
skills, adaptability, and of course interpersonal
relationships – something no known robot or AI
programme is currently able to do!
CHAPTER 1
CONTENTS INTRODUCTION CHAPTER 2 CHAPTER 4 CONTACT US
CHAPTER 3 CONCLUSION
CHAPTER 5 REFERENCES

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Soft skills are generally defined as personal attributes that enable someone to
interact effectively and harmoniously with other people. They are more than
mere people and social skills.
They include character and personality traits, attitudes, ethics, social and
emotional intelligence, and related qualities that enable individuals to navigate
and interact with their environment.
While soft skills encompass many different subskills, here we have defined
the top 10 soft skills with their related subskills, as linked to the individuals
surveyed.
Time management
This refers to the process of
organising and planning how
to divide time between different
activities.
A person’s ability to manage time
well is influenced by their ability to
prioritise, plan, and organise tasks
while setting goals.
Chapter 1:
What are soft skills?
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Communication
Communication is the ability to convey or share ideas,
instructions, and emotions.
Verbal or written communication, active listening, giving
and receiving constructive feedback and being able to
present ideas are all forms of communication.
Problem-solving
Problem-solving is defining a problem, determining the
cause of the problem, identifying, prioritising, electing,
and implementing alternative solutions.
Problem-solving requires additional skills such as
analysis, logical reasoning, observation, brainstorming,
and decision making.
Adaptability
Adaptability speaks about a person’s ability to embrace
and adapt to change. This skill enables a person to
rapidly learn new skills and behaviours in response to
changing circumstances.
A person’s ability to think optimistically and stay calm,
motivate themselves and manage their responses and
emotions is essential to their personal well-being which
overflows into their work.
Teamwork
Teamwork is an invaluable skill for any individual,
allowing one to effectively work in a group and
accomplish tasks. Collaboration impacts team morale,
reduces absenteeism and improves productivity as well
as the overall quality of work produced.
of individuals surveyed believe
that problem-solving skills can
be learned.
94%
Source: Upskillist, Survey, May 2022
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Creativity
Creativity is the use of imagination or
original ideas to create something or
generate alternatives.
Creative thinkers may use questioning,
experimentation, and mind mapping as
tools to spark new ideas and innovative
thinking. Creativity simply refers to the
ability to think outside of the box.
Leadership
Leadership is the action of leading a
group of people or an organisation or
the state or position of being a leader.
Good leadership skills, which often
include authenticity, mentorship,
cultural intelligence, management
style and generosity, will fuel individual
productivity and understanding of how
to bring a diverse workforce together.
employees surveyed feel their
line managers do not have
strong leadership skills.
1 3
out of
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Interpersonal Skills
Interpersonal skills are behaviours and
attitudes people use to interact.
Interpersonal skills comprise: the ability
to accept individuals with tolerance
and patience, handling situations with
empathy and humour and creating and
maximising networking opportunities.
Work Ethic
An individual with good work ethic
values hard work, shows determination,
a drive to succeed, and puts in the effort
to get results.
Good work ethic requires discipline,
confidence, dependability,
professionalism and commitment.
Attention to detail
The ability to be thorough and accurate
in all related areas, no matter how
small, speaks to a person’s skills to be
attentive to detail.
Having strong critical observation skills,
acuity, introspection and a questioning
mindset, will further enhance an
individual’s ability to be attentive to
detail.
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Where hard skills provide the technical knowledge
of how to do something and are easily quantifiable,
soft skills add flair – improving work output quality
and quantity of work output.
Chapter 2:
How soft skills
enhance hard skills
Here are some of the key differences:
Quantifiable
Hard skills are teachable abilities and can be
measured. The person either knows how to
perform the task or does not.
Verifiable
Hard skills are learned and can be verified
through certificates of achievement.
Teachable
Hard skills can easily be learned by attending
a course, through mentorship or related
activities.
Hard Skills
Subjective
Soft skills are subjective and difficult to
measure.
Challenging to assess
Soft skills will continue to evolve, develop, and
embed with practice and time.
Default personal preference
An individual can master soft skills, with
good training and time, despite their personal
preferences. For example, an introvert may
be a master negotiator, networker and
salesperson.
Soft Skills
Hard skills Soft skills
Output
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To highlight this, let’s take the simple task of writing a business plan, as an example.
Knowledge of the standard structure of a business plan, including the
topics that will be covered.
A computer programme will be used to write the plan, so knowledge on
how to operate the computer and the required programme is essential.
The individual will need to conduct research.
The individual must have appropriate knowledge of the language in which
the report will be written.
Handing over or presenting the plan to relevant parties.
Hard skills required to write a business plan
The skills mentioned above, both hard and soft skills, are by no means exhaustive and many other skills can be used to improve the quality of the business plan.
Creativity and innovation skills ensure the plan is unique, user-friendly and attractive to the
reader.
The individual must be attentive to detail to ensure consistency in language, headings,
fonts, formats, and punctuation throughout the report.
The value and accuracy of the research are dependent on the ability to investigate,
question, reason, brainstorm and analyse information.
An individual with good interpersonal skills will write for an audience, making the plan
more palatable with well-written text.
Communication prevents innovative ideas from being lost in translation and the right
motivation and inspiration create inclusion, and draws people in.
The ability to plan, prioritise and set goals will be prevalent throughout the text and will
create a sense of security for potential investors.
Plans written in a logical format with clear steps show the individual’s ability to problem
solve and make decisions.
Good interpersonal skills allow individuals to build rapport quickly, form business alliances
through networking and initiate collaboration.
Leadership skills will allow the individual to initiate the next steps and manage the process.
Soft skills required to support hard skills
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All soft skills are transferable and can be effectively used in
different career paths and work environments.
It’s imperative to ensure the right soft skills are learned for the
right roles to ensure the longevity of an organisation.
In the next chapter, we explore why soft
skills are essential when aiming to build
a strong reputable business.
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Losing skilled employees is
estimated to cost an organisation
up to 33% of the employee’s
annual salary.
(Apollo Technical, 2022)
Relationships, experience, and the
cost of training already invested
in the individual are lost, not to
mention the impact on the morale
of the remaining employees.
Chapter 3:
The importance of soft
skills to business Improves staff
retention rates
Boosts
productivity
Improves teamwork
and team bond
Increases effective
communication
and employee
satisfaction
Improves employee
performance and
satisfaction
Increases
collaboration
1
4
2
5
3
6
33%
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Research indicates that it can take
one to two years for an employee to
become productive.
(Recruit Shop, 2012)
They spend time:
• Adapting to a new team,
environment and understanding
their tasks
• Asking questions and
understanding systems and
procedures
• Building confidence in doing their
job in this environment
Research suggests that 75% of
retention loss can be prevented by:
• Creating training and development
opportunities for new employees
• Improving communication
between managers and staff
• Clarifying job expectations and
deliverables
• Adequately delegating resources
• Recognising work well done –
preferably on a public forum
• Providing adequate feedback on
performance issues
• Reducing staff turnover to secure
overall employee morale
For this reason, a company
not only needs an exceptional
recruitment policy, but a fantastic
onboarding programme as well as
a comprehensive, well-structured
learning and development strategy.
Investing in leadership, teamwork,
communication, time management
and creativity across all positions is
sure to improve employee retention.
Improves staff
retention rates
Statistically 30% of employees resign within the first 180 days of starting their employment, however,
95% indicated they would stay if the company invested in their learning.
(Apollo Technical, 2022)
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Improves teamwork
and team bond
Good teamwork is when the combined actions of a group are
effective and efficient.
In 1965 Bruce Tuckman, introduced the idea that a group must
go through four phases to produce good teamwork.
In his theory, he stated that for a team to grow, face up to
challenges, tackle problems, find solutions, plan work and
deliver results, the group will go through the phases of forming,
storming, norming and finally performing.
FORMING STORMING PERFORMING
NORMING
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Consider the soft skills required by a team leader or manager to effectively navigate a team through these phases.
Forming phase
Storming phase
Norming phase
Performing phase
• Adaptability - to manage processes and feelings towards a changing and diversifying team
• Interpersonal skills - to network and connect as well as show empathy and patience as new team members adapt to the new environment
• Leadership - to mentor and help new individuals find their feet
• To navigate this phase conflict management and conflict resolution skills are essential
• The leader may need to problem solve and remain optimistic during uncomfortable situations
• Exceptional communication skills, negotiation, and mediation skills will help resolve problems quickly
• Empathy and having a sense of humour can help defuse intense situations
At this point the leader can take a little breather, though it is important to note that in this phase the team is not yet performing.
• Leadership skills will be required to mentor and motivate individuals to further grow and work together
• Creativity might help to inspire and create opportunities to build and work together
In this phase the team is performing optimally, working together well, able to resolve conflict on their own and move forward as a cohesive
team. From here on the leader will need:
• Leadership skills to keep the team together and motivated
• Time management to effectively manage the tasks of the team to ensure continual optimal performance
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Effective management through these phases will not only strengthen the
soft skills of the leader but also that of all employees, including possibly:
• Adaptability
• Communication
• Conflict resolution
• Problem-solving
• Most importantly TEAMWORK!
Effective teamwork, or building toward effective teamwork, is an
exceptionally powerful tool to ensure employee engagement and monitor
employee morale.
44%
of respondents
had received
insufficient
training to deal
with conflict in the
workplace.
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Improves employee performance
and satisfaction
Employee performance is directly impacted by the employee’s job satisfaction.
Employees that feel happy and content in their roles approach tasks with
enthusiasm and dedication. They’re productive, proactive, and committed to
contributing to company goals.
If the aim is to improve performance, focus on improving employee satisfaction.
Employee satisfaction may suffer if an individual feels unprepared, ill-equipped to
manage office politics, or undervalued. In the workplace fulfilling the following five
human needs will help improve employee satisfaction.
The need to matter The need to belong The need to be able The need to contribute The need to be
respected
Contributing to a worthwhile
purpose and goal and
believing that what they do is
beneficial to others.
Being valued and appreciated
by team members.
Being able implies that
the individual understands
the tasks assigned and is
equipped to complete them.
Being entrusted with tasks and
receiving recognition for tasks
completed.
Respecting an individual’s
ability and opinions on work
and non-work related topics
can improve employee
satisfaction.
Happy employees
ensure happy
customers. And happy
customers ensure
happy shareholders-in
that order.
Simon Sinek
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CHAPTER 1
20% 70%
of employees are
fully engaged at
work.
Sadly, only
of employees find their
sense of purpose being
defined by their work.
(Source: 8 Employee Engagement Statistics
You Need to Know in 2022,)
of employees feel emotionally drained from
their work. Less satisfied employees also
showed lower work output in comparison.
45%

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4Boosts productivity
One might think that solely hard skills contribute to an employee’s productivity. If
the employee knows how to operate the system, design a website or the steps to
run an effective meeting, surely they will be productive in following the steps they
know. This is true in a perfect world where everything happens as it should. In an
imperfect world however, soft skills help us adjust and adapt, think creatively, and
solve problems on the spot.
Soft skills like time management, planning,
organising and even stress management can
help employees manage their day-to-day
activities to ensure optimal production.
When employees can communicate well
and listen actively, the time taken to clarify
instructions and interpret assignments or redo
work is considerably reduced.
Employees who have learned to be attentive
to detail need less supervision, and though
it might take longer to complete a task, it
requires less review and refinement.
Creativity and innovation will allow individuals
to adapt to change, like system or procedure
updates or team changes, quickly.
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5
Increases
effective
communication
and employee
satisfaction
An employee’s satisfaction, and thereby
performance is largely influenced by
company culture, the leaders and team
dynamic of an organisation.
Cultural differences, language barriers
and geographical areas of upbringing all
impact the way messages are interpreted.
The various mediums of communication
complicate the matter further.
Electronic mediums, though imperative
to business communication, can lead to
miscommunication or even conflict.
Increase successful collaboration on tasks
Increase productivity, efficiency, and output
Boost focus and attention
Improve employee motivation and satisfaction
Increase the transference of knowledge
Encourage the timeous completion of tasks
Enhance employee engagement
Reduce miscommunication, misunderstanding
and conflict
Improves company culture
Effective communication in the workplace has been proven to:
67%
of respondents surveyed do not feel very confident
in their skillset to give and receive criticism from or
to their manager and subordinates
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6Increases collaboration
Compassionate leaders build effective relationships that
encourage teamwork, increase motivation and ultimately
job satisfaction.
Compassion helps leaders build trust and transparency as
they aim to understand their team members.
In addition, this soft skill should not be undermined when
it comes to conflict resolution.
Empathy was
rated as the top
interpersonal skill
required by leaders
in over a third of our
respondents.
Source: Upskillist Survey 2022
Research has proven that organisations with compassionate leaders excel at collaboration. (Hobson, Carter and Hougaard, 2020)
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Ideally your employee integration will take the following flow:
1. Acquisition 2. Onboarding
1. Acquisition of new talent
2. Onboarding and job readiness training
3. Learning and development planning
Recruit
individuals who
meet most or all
of the identified
skills.
Provide job
specific and
related hard skills
training.
Identify skill gaps
and develop skills
for expansion and
promotion.
3. Learning &
Development
The ideal employee refers to an individual who possesses
the required character, soft and hard skills to complete their
assigned tasks in a manner that supports company culture.
There are essentially three phases during which an
organisation can attain, develop, and grow employee quality.
Chapter 4:
Tips for recruiters, HR
practitioners and L&D
managers
Here are a few tips to help optimise talent development in each phase.
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1Recruit the best talent for training
During talent acquisition, consider the following:
Determine the skills most valued within the
organisation
Determine the essential hard skills per role
Identify the soft skills that are specifically required for
your organisation
Identify skills for long term development
These skills could include:
• Skills essential to fit in with company culture
• Skills shared by top performers
Essential skills are skills without which the employee will not be
able to successfully complete the assigned tasks.
Not all roles within the organisation will require all soft skills.
Identify which skills are essential to the success of the role.
Most skills can be developed with time. Where an ideal employee
meets all but one skill, consider whether the skill is worth
developing over time.
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2
Onboard to
identify potential
gaps
An employee’s ability and willingness to
learn and adapt should be assessed within
the onboarding process. Any identified
gaps and the employees’ enthusiasm to
correct them should be determining factors
when extending probationary periods or
awarding contracts.
When onboarding, complete the following:
Welcome an employee
wholeheartedly and without
bias
Implement a well-
structured and strategic
onboarding plan, per role or
department
Encourage open
communication and
accountability
During the onboarding phase, there are expectations to perform, but it is important
to give the employee a chance to settle and reveal his or her true character before
zoning in on perceived flaws.
Interestingly it is reported that new team members’ productivity hovers around 25%
during the first 30 days. So be gentle.
(Dewar, J. 2022)
Interviews are stressful and changing or starting a new position is challenging.
To instill a sense of security and remove the ‘unknown’ stress factor, it is good to
have a well-structured onboarding plan in place that:
1. Makes the employee feel welcome and appreciated
2.
Introduces the employee to the organisation including codes of conduct and
related expectations
3.
Introduces the employee to all team members including clear structures for
support
4. Introduces the employee to the relevant systems and procedures to be used
5. Provides support and training to master the hard skills required for the position
6. Clearly defined goals and expectations
Incorporate performance reviews and company reviews to encourage accountability
and open communication. This allows both employer and employee to adjust and
correct any matters necessary.
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3
Plan learning and
development
strategies with
future goals in mind
Learning and development strategies are not
only beneficial to address current and future
organisational needs, but can also be used as a
tool to increase employee retention, satisfaction,
and engagement.
To attain and keep your best talent it is essential
to invest in their future.
Here are some thoughts on learning and development strategies:
Company goals and growth
first
Consider time
Think outside of the box
when planning learning
initiatives
• To ensure executive and shareholder buy-in, learning and development strategies
and initiatives must align with company goals and growth predictions and
ultimately provide a return on investment.
• Learning and development take time. If an employee needs to choose between
doing productive work for which he earns commission or attending a training
session for which he does not receive an immediate reward, he will most likely opt
to continue working.
• Asking an employee to take personal time may also have severe repercussions.
• For this reason, it is important to be intentional and strategic with learning
initiatives. Make sure it counts, is fun and memorable and will encourage interest in
future events.
• Traditional and job-related training is essential. But there are many ways to train
a variety of skills, which adds value to the company as well as the employee’s
personal life.
• For example, cooking and baking - an extremely fun activity, encourages self-care
and creativity. In addition, it teaches an individual to be accurate and attentive to
detail, how to plan, prioritise and manage time.
• Add a group to the cooking initiative and build teamwork, collaboration,
communication, delegation, conflict resolution and problem solving skills.
• Work skills can be learned in many ways and are often more effective when
introduced as fun rather than a training programme.
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The success of a programme is dependent on a number of factors:
Chapter 5:
Soft skills training
programmes and
calculating their return
on investment
To ensure value and demonstrable ROI when addressing soft
skills training, several steps will assist in maximising the return
of investment.
The quality of the learning programme

The ability of the learner to push themselves outside of their pre-disposed
state into a challenging environment to practice and apply the skills (for
example, an individual who avoids conflict, will now have to address and
practice their conflict resolution skills which may feel uncomfortable).
The willingness and motivation of the learner to learn

The availability of critical feedback from a leader, mentor and/or colleague
to assist with application of the skill once the initial learning is completed.
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1
Prioritise skills
To ensure a return on investment, the first step is to prioritise the skills required
across the organisation or team.
Skills can be rated by importance and relevance to the job. A simple table, like the
example presented below, can be drawn up as part of a skills analysis to accurately
rate the importance of skills.
Once the importance and relevance of skills are benchmarked, identify a course or
training method to upskill and address skills gaps.
Skills
Conflict resolution
Time management
Creativity
Importance
High
Medium
Low
Skill level required
Excellent
Excellent
Basic
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2Choose a programme
With a wealth of development resources available nowadays, it can often be difficult to determine which would work best for a particular need.
Popular methods include
• Learning through teamwork and collaboration or
mentorship provides fantastic on the job training and
transference of skills.
• Traditional learning worked for centuries and is still
effective for most subjects.
• Skills are taught by professionals who understand how to
present and pass on knowledge.
• The classroom environment simultaneously allows for
group learning and collaboration.
• Shortened topic specific workshops are extremely
effective to address specific soft skills.
• They incorporate group work and problem solving
and often allow for practical application of skills in a
facilitated environment.
Coaching, teamwork and collaboration
Facilitated learning initiatives
Workshops
Method
• Skills transference is limited to the individual’s ability to effectively
collaborate and learn.
• The quality of learning is limited to that of the mentor or senior in
the group.
• No new skills are brought in to upskill the senior or coach.
• Effectiveness and thereby ROI is not quantifiable.
• There is a significant time cost for both mentor and learner.
• Traditional learning is often theoretical, and the effectiveness of
learning is dependent on the learner’s ability to process and apply
information in the real world.
• With various learning styles and life pressures, traditional learning is
often inaccessible to a major group of working individuals.
• It may be difficult for companies to accommodate large groups
simultaneously taking time off to attend training.
• Workshops can be limited in numbers and multiple workshops are
required to accommodate a large group and various topics.
• It requires time off work.
• The quality of learning is impacted by the knowledge and
interactions of the facilitator and participants on the day.
• On the spot thinking and group training is difficult for some learning
styles and learning could be lost in the process.
Pros Cons
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Online learning is without a doubt the most effective
form of learning transference for the workplace.
• An unlimited number of learners can partake with minimum impact and time off work.
• Multiple skills can be addressed at the same time as learners can be enrolled in various courses.
• Quality of learning is consistent.
• Variety of topics are more readily available.
• Incorporation of multiple activities, engagements and interactions cater for a variety of learning styles.
• Employees can go back time and time again to review the material and refresh their knowledge.
• Many online courses will have scenario-based skills assessments which will assess the initial learning and
knowledge gained by the individual, assisting with defining the ROI for the company.
An effective online
learning programme
should include the
following elements:
•
Content must be accessible in multiple formats
including, audio, visual and readable notes.
• Flexibility in how and when content is
consumed.
•
Course content should follow a logical structure
taking a learner from beginner to proficient.
•
Course content should include practical aspects
of learning focused on real world use of skills.
•
Ongoing interaction must be incorporated to
keep employees engaged with the content.
•
Achievement should be verifiable through
assessments and certification.
Productivity increased by 12% for those who
received soft skills training. Source: Adhvaryu, 2022
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Return on investment
A question often asked is how to calculate the return on investment (ROI) of
corporate learning programmes and particularly in relation to soft skills.
Unlike improvement in technical skills with training, the impact of soft skills training
is often seen over a period of time as the employees continue to refine, enhance
and apply the skills learned. As such, the ROI for corporate training programmes
that target these skills, may need to be measured and defined over time.
The below simple formula has been developed by business leaders to calculate the
ROI for corporate training. With an accurate skills gap analysis for soft skills and
once linked to a measurable outcome, the same formula could be applied to soft
skills training.
Here is an example:
A specific project team consistently overruns on the project deliverables. In the
post project analysis, poor vendor delivery is consistently reported. On further
analysis, the main issue identified was poor communication and teamwork in this
particular project team.
A measure of success for soft skills training, would be to determine whether the
same vendor issues and delays are experienced in the next project post the team
having received targeted communication and teamwork training.
ROI% = [(Profit after training
– Profit before training) –
Training Costs] / Training
Costs x 100
To calculate the return on
investment the profit before
training is compared to the
profit after training. The
difference less the training
costs reveals the actual ROI.
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STEP 1:
Identify factors to measure
Identify the actions that can be improved through training and a
measurable output.
In our scenario, the aim is to increase the number of documents
processed by our administration staff during a specified time by
increasing staff engagement.
STEP 2:
Measure current output
To calculate the profit before training, it’s important to first identity
the exact output of the department delivered in a specific time.
The administration department of 10 employees, is currently able to
process 400 documents in a 40-hour work week.
Here is a scenario to further explain the calculation:
Let’s say an organisation identifies an increasing backlog in their administration
department.
After review of the hard and soft skills required to process the documents, it was
identified, that there were sufficient technical skills amongst the team. Some
underlying conflict, office politics and disengaged employees were the key barriers
to efficiency.
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STEP 3:
Calculate the profit of output before training
The profit is the value of production less the cost of production.
The cost should include wages, materials, equipment, facilities,
distribution and overheads and the value simply refers to the
income made from the produced items.
For example, the overall cost of the administration department is
$15 000 per week. The value of each document produced is $50
per document.
Total profit = Total value ($50 x 400 documents = $20 000) –
Total cost ($15 000)
Total profit before training for a 40-hour work week = $5 000
STEP 4:
Complete training
Once the profit before training is calculated, training can
commence.
STEP 5:
Measure output after training
Once the training has been completed, the profit of output is again
measured using the same indicators and timeframes as before.
In the scenario, the new output is measured by considering how
many documents are produced in a 40-hour work week.
After training it was found that the department produced 450
documents in the same timeframe.
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STEP 7:
Calculate the ROI for corporate learning
Once the profit before and after training is known, the ROI formula can simply be
populated to calculate the ROI.
For the example used, the ROI will be calculated as follows:
Profit before training = $5 000
Profit after training = $7 500
Let’s assume the training cost was $189 per learner and total of $1 890 for 10
employees
ROI% = [(Profit after training – Profit before training) – Training Costs] / Training
Costs x 100
ROI% = [($7 500 - $5 000) - $1 890] / $1 890 x 100
ROI% = 32.2%
In this scenario, we’ve seen 32.2% ROI within the first 40-hour work week.
The return on investment will of course continue to grow as the benefit of
learning lasts long after the cost of the course has been paid.
STEP 6:
Calculate the profit of output after training
The calculation, value of production less the cost of production, is again
used to calculate the new profit.
Total profit = Total value ($50 x 450 documents = $22 500) – Total cost
($15 000)
Total profit after training for 40-hour work week = $7 500
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33
Pro
Conclusion
As the global talent shortage continues to grow,
employers find it increasingly difficult to attract,
retain and develop talent. In this fast-paced, changing
business landscape, employees are no longer
complacent in their employment, and dissatisfied
employees will readily seek opportunities to meet their
needs to grow and develop.
We have learned that it can no longer be assumed
that leaders and colleagues have the required soft
skills. Hiring trends are leaning far more towards an
individual’s ability to fit the organisational culture
and their ability to interact with others. Finally, we
concluded that training of soft skills is unequivocally
a necessity and not a luxury. And while our research
demonstrated that HR specialists and Learning
and Development Managers are hyper-aware of the
importance of soft skills training, there is still a limited
uptake in offering soft skills training in the workplace.
How upskillist can
help
Upskillist.pro offers a cost-effective, intuitive
and impact learning solution that is quick and
easy to action. With no technical set-up required,
thousands of lessons to choose from and the
flexibility to learn anywhere, anytime. Get in
touch with our consultants and let us help you
Rethink Skills Building.
CHAPTER 1

34
Pro
Contact us
https://www.upskillist.pro/
(09:00 to 17:00 GMT): (+44) 020 8126 9731
Email: pro@upskillist.com
Follow us on:
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Pro
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