{"id":48061,"date":"2026-06-08T01:00:00","date_gmt":"2026-06-08T01:00:00","guid":{"rendered":"https:\/\/easec.eu\/?p=48061"},"modified":"2026-06-17T22:12:29","modified_gmt":"2026-06-17T22:12:29","slug":"com-mesurar-el-roi-de-la-formacio-en-competencies-toves-guia-practica-per-a-rrhh","status":"publish","type":"post","link":"https:\/\/easec.eu\/ca\/measuring-soft-skills-training-roi-a-practical-guide-for-hr\/","title":{"rendered":"Com mesurar el ROI de la formaci\u00f3 en compet\u00e8ncies toves: guia pr\u00e0ctica per a RRHH"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"48061\" class=\"elementor elementor-48061\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-e1ffd33 e-flex e-con-boxed e-con e-parent\" data-id=\"e1ffd33\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5664b7b elementor-widget elementor-widget-text-editor\" data-id=\"5664b7b\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-5664b7b{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4a3e658 elementor-widget elementor-widget-text-editor\" data-id=\"4a3e658\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-4a3e658{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-48b7e25 elementor-widget elementor-widget-text-editor\" data-id=\"48b7e25\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-48b7e25{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-83125af elementor-widget elementor-widget-text-editor\" data-id=\"83125af\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-83125af{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c443a0f elementor-widget elementor-widget-text-editor\" data-id=\"c443a0f\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-c443a0f{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c66238f elementor-widget elementor-widget-text-editor\" data-id=\"c66238f\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<style>.elementor-element-c66238f{display:none !important}<\/style>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3f978e6 elementor-widget elementor-widget-text-editor\" data-id=\"3f978e6\" data-element_type=\"widget\" data-e-type=\"widget\" data-no-translation=\"\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>El 85 % de les organitzacions preveuen prioritzar la millora de compet\u00e8ncies de la seva plantilla abans del 2030. Malgrat aix\u00f2, la majoria no pot respondre una pregunta directa quan arriba al comit\u00e8 de direcci\u00f3: quina evid\u00e8ncia tenim que la formaci\u00f3 ha funcionat?<\/p><p>No \u00e9s un problema de comprom\u00eds ni de pressupost. \u00c9s un problema de metodologia. Quan la inversi\u00f3 en formaci\u00f3 en soft skills no genera dades verificables, l&#8217;argument davant el director financer es converteix en un relat \u2014 i els relats, en la propera ronda de retallades pressupost\u00e0ries, acostumen a perdre.<\/p><p>Aquest article va dirigit al director o directora de Recursos Humans, o al responsable de Formaci\u00f3 i Desenvolupament, que ja sap que les soft skills s\u00f3n cr\u00edtiques per al rendiment organitzacional, per\u00f2 necessita un marc concret per mesurar-les, certificar-les i presentar-les en el llenguatge que ent\u00e9n el seu equip directiu.<\/p><h2>El problema real: invertir en formaci\u00f3 sense evid\u00e8ncia auditable<\/h2><p>Segons el <a href=\"https:\/\/www.weforum.org\/publications\/the-future-of-jobs-report-2025\/\">Future of Jobs Report 2025 del F\u00f2rum Econ\u00f2mic Mundial<\/a>, el 63 % dels ocupadors a escala global identifica la bretxa de compet\u00e8ncies com el principal obstacle per a la transformaci\u00f3 empresarial. No la tecnologia, no el capital: les compet\u00e8ncies. I el 39 % de les compet\u00e8ncies clau dels treballadors canviar\u00e0 abans del 2030.<\/p><p>El problema no \u00e9s la consci\u00e8ncia. Les organitzacions ja inverteixen en programes de millora i reconversi\u00f3 de compet\u00e8ncies. El problema \u00e9s la demostraci\u00f3.<\/p><p>L&#8217;<a href=\"https:\/\/manpowergroup.com\/talent-shortage\">enquesta global sobre escassetat de talent de ManpowerGroup<\/a> documenta que m\u00e9s del 70 % dels ocupadors declaren dificultats per trobar talent amb les compet\u00e8ncies que necessiten \u2014 tant t\u00e8cniques com interpersonals. Moltes organitzacions tamb\u00e9 avancen cap a models de selecci\u00f3 basada en compet\u00e8ncies que prioritzen l&#8217;evid\u00e8ncia de capacitat per sobre de les credencials acad\u00e8miques. Per\u00f2 fins i tot aquelles que inverteixen en desenvolupament intern per tancar aquesta bretxa rarament poden demostrar a una auditoria o al consell d&#8217;administraci\u00f3 que la bretxa s&#8217;ha tancat realment.<\/p><p><strong>La pregunta que fa el director financer \u2014 i que RH encara no pot respondre<\/strong> \u2014 \u00e9s aquesta: tenim evid\u00e8ncia verificable que les persones que hem format han desenvolupat les compet\u00e8ncies que necessit\u00e0vem? No puntuacions de satisfacci\u00f3 postformaci\u00f3. No hores de formaci\u00f3 completades. Evid\u00e8ncia.<\/p><h2>Els quatre errors habituals en mesurar el ROI de la formaci\u00f3 en soft skills<\/h2><p>La majoria d&#8217;equips de Formaci\u00f3 i Desenvolupament cometen variacions dels mateixos quatre errors quan intenten mesurar el retorn de la inversi\u00f3 en millora de soft skills. Identificar-los \u00e9s el primer pas per construir un argumentari que resisteixi l&#8217;escrutini del comit\u00e8 de direcci\u00f3.<\/p><h3>Error 1 \u2014 Mesurar l&#8217;activitat, no la compet\u00e8ncia<\/h3><p>Registrar quantes persones han completat un programa de lideratge no \u00e9s mesurar el ROI de la formaci\u00f3 en soft skills. \u00c9s mesurar la participaci\u00f3. L&#8217;activitat \u00e9s l&#8217;input, no l&#8217;output. L&#8217;output \u00e9s si la persona ha desenvolupat la compet\u00e8ncia, en quin grau, i si aix\u00f2 ha tingut impacte en el seu rendiment.<\/p><h3>Error 2 \u2014 Basar-se en l&#8217;autoavaluaci\u00f3<\/h3><p>Les enquestes de satisfacci\u00f3 postformaci\u00f3 s\u00f3n \u00fatils per millorar el disseny formatiu. Com a evid\u00e8ncia del desenvolupament de compet\u00e8ncies, no tenen cap valor. L&#8217;autoavaluaci\u00f3 presenta biaixos sistem\u00e0tics ben documentats: les persones sobreestimen de manera consistent les seves soft skills precisament en les \u00e0rees on s\u00f3n m\u00e9s febles. Un instrument d&#8217;avaluaci\u00f3 extern, psicom\u00e8tricament validat, elimina aquest biaix.<\/p><h3>Error 3 \u2014 Ignorar el cost de la rotaci\u00f3 de personal<\/h3><p>Segons <a href=\"https:\/\/www.gallup.com\/workplace\/650174\/employee-retention-depends-getting-recognition-right.aspx\">investigaci\u00f3 de Gallup<\/a>, el cost de substituir un empleat oscil\u00b7la entre el 50 % i el 200 % del seu salari anual, segons la posici\u00f3: al voltant del 40 % per a llocs operatius, el 80 % per a posicions t\u00e8cniques, i fins al 200 % per a directius. L&#8217;<strong>Observatori del Treball i Model Productiu<\/strong> de la Generalitat de Catalunya confirma que els costos de rotaci\u00f3 s&#8217;infravaloren sistem\u00e0ticament a les empreses catalanes perqu\u00e8 es distribueixen entre els pressupostos de selecci\u00f3, incorporaci\u00f3 i p\u00e8rdua de productivitat, en lloc d&#8217;apar\u00e8ixer com una partida \u00fanica.<\/p><p>Si un empleat marxa perqu\u00e8 no ha rebut cap desenvolupament professional certificable \u2014 un dels factors de desvinculaci\u00f3 m\u00e9s citats de manera consistent \u2014 aquest cost no apareix al pressupost de formaci\u00f3. Apareix a selecci\u00f3 de personal, incorporaci\u00f3 i productivitat perduda.<\/p><p>Connectar aquestes dues partides pressupost\u00e0ries en l&#8217;argumentari de ROI \u00e9s el que transforma la conversa de \u00abdespesa en formaci\u00f3\u00bb a \u00abinversi\u00f3 en retenci\u00f3\u00bb.<\/p><h3>Error 4 \u2014 No traduir les m\u00e8triques al llenguatge del director financer<\/h3><p>Un director de RH pot presentar la taxa de satisfacci\u00f3 d&#8217;un programa o les hores de formaci\u00f3 per empleat. Cap d&#8217;aquestes xifres entra al model financer d&#8217;un CFO. El que s\u00ed que hi entra \u00e9s la reducci\u00f3 del cost de rotaci\u00f3, la millora mesurable de la productivitat, la reducci\u00f3 del temps d&#8217;incorporaci\u00f3 i la mitigaci\u00f3 del risc de compliment normatiu. Traduir les m\u00e8triques de formaci\u00f3 a aquest llenguatge no \u00e9s simplement una bona comunicaci\u00f3 \u2014 \u00e9s la difer\u00e8ncia entre un programa de formaci\u00f3 que es finan\u00e7a i un que es retalla.<\/p><h2>Un marc de m\u00e8triques concret per a RH<\/h2><p>El marc seg\u00fcent connecta els KPIs de la formaci\u00f3 en soft skills amb el llenguatge financer que s&#8217;utilitza a nivell de direcci\u00f3. Est\u00e0 dissenyat per ser presentable a un comit\u00e8 de direcci\u00f3 sense necessitat de traducci\u00f3.<\/p><table><thead><tr><th>Indicador<\/th><th>Com mesurar-lo<\/th><th>Horitz\u00f3 temporal<\/th><th>Audi\u00e8ncia<\/th><\/tr><\/thead><tbody><tr><td><strong>Taxa de retenci\u00f3 postcertificaci\u00f3<\/strong><\/td><td>Comparar la rotaci\u00f3 volunt\u00e0ria de la cohort certificada amb un grup de control durant els 12 mesos seg\u00fcents<\/td><td>12 mesos<\/td><td>CFO, CEO<\/td><\/tr><tr><td><strong>Reducci\u00f3 del temps d&#8217;incorporaci\u00f3<\/strong><\/td><td>Setmanes fins a l&#8217;autonomia plena, comparant cohorts abans i despr\u00e9s de la implantaci\u00f3 del programa<\/td><td>6 mesos<\/td><td>COO, Director d&#8217;Operacions<\/td><\/tr><tr><td><strong>Millora en les avaluacions 360\u00b0<\/strong><\/td><td>Difer\u00e8ncia entre les avaluacions de compet\u00e8ncies pre i postcertificaci\u00f3, amb un instrument psicom\u00e8tric extern<\/td><td>90 dies<\/td><td>Comit\u00e8 de Direcci\u00f3, Comit\u00e8 de Talent<\/td><\/tr><tr><td><strong>Cost evitat per reducci\u00f3 de rotaci\u00f3<\/strong><\/td><td>Nombre d&#8217;empleats retinguts \u00d7 cost mitj\u00e0 de substituci\u00f3 per a aquell lloc<\/td><td>Anual<\/td><td>CFO, Consell d&#8217;Administraci\u00f3<\/td><\/tr><\/tbody><\/table><p>Perqu\u00e8 aquests indicadors siguin auditables \u2014 i no simplement cre\u00efbles internament \u2014 cal complir dues condicions: un instrument d&#8217;avaluaci\u00f3 psicom\u00e8tricament validat, i una credencial verificable externament que documenti el desenvolupament de la compet\u00e8ncia. Sense aquests dos elements, les dades s\u00f3n indicatives. Amb ells, s\u00f3n evid\u00e8ncia.<\/p><p><a href=\"https:\/\/easec.eu\/ca\/empreses\/\">Les avaluacions psicom\u00e8tricament certificades d&#8217;EASEC, alineades amb est\u00e0ndards europeus<\/a>, estan dissenyades precisament per generar aquest tipus d&#8217;evid\u00e8ncia auditable: no es limiten a mesurar la compet\u00e8ncia \u2014 la certifiquen amb una credencial verificable en temps real per qualsevol auditor, comit\u00e8 de direcci\u00f3 o inversor institucional.<\/p><h2>Qu\u00e8 significa certificar amb est\u00e0ndards europeus, i per qu\u00e8 importa a la direcci\u00f3<\/h2><p>Certificar una soft skill no \u00e9s el mateix que documentar que alg\u00fa ha assistit a un taller de comunicaci\u00f3. La difer\u00e8ncia rau en el marc de refer\u00e8ncia que sustenta aquella certificaci\u00f3, i en si aquest marc t\u00e9 reconeixement extern.<\/p><p>El <a href=\"https:\/\/esco.ec.europa.eu\/en\">sistema ESCO de la Comissi\u00f3 Europea<\/a> \u00e9s la classificaci\u00f3 oficial de l&#8217;UE de compet\u00e8ncies, qualificacions i ocupacions. Quan una certificaci\u00f3 de soft skills s&#8217;alinea amb ESCO \u2014 com \u00e9s el cas del <a href=\"https:\/\/easec.eu\/ca\/marc-de-competencies\/\">marc de compet\u00e8ncies transversals d&#8217;EASEC<\/a>, que cobreix 32 compet\u00e8ncies certificables \u2014 no \u00e9s un est\u00e0ndard propietari d&#8217;una empresa. \u00c9s un vocabulari compartit reconegut per institucions p\u00fabliques, ocupadors i sistemes educatius de m\u00e9s de 35 pa\u00efsos europeus.<\/p><p>Per a les organitzacions catalanes amb operacions a Europa o programes de mobilitat internacional de talent, aquesta distinci\u00f3 t\u00e9 un valor concret: una credencial alineada amb ESCO i el Marc Europeu de Qualificacions (EQF) \u00e9s reconeguda en cada mercat on operen o preveuen operar. A m\u00e9s, s&#8217;inscriu en el <strong>Marc Catal\u00e0 de Qualificacions<\/strong>, que s&#8217;est\u00e0 desenvolupant en alineaci\u00f3 directa amb l&#8217;EQF, la qual cosa refor\u00e7a el seu valor institucional en el context catal\u00e0.<\/p><p>El segon element \u00e9s la credencial digital en si. Les <a href=\"https:\/\/europa.eu\/europass\/en\">credencials Europass de la Comissi\u00f3 Europea<\/a> s\u00f3n verificables en temps real a m\u00e9s de 60 pa\u00efsos. Per a una empresa que opera en diversos mercats europeus o que es troba en fase d&#8217;expansi\u00f3 internacional, aix\u00f2 no \u00e9s un detall t\u00e8cnic. \u00c9s un argument de direcci\u00f3: els nostres directius certificats disposen d&#8217;una credencial reconeguda en cada mercat on operem o tenim previst operar.<\/p><p>Per al CFO o CEO que analitza el quadre de comandament des de la perspectiva del risc, una credencial verificable externament significa dues coses concretes: compliment demostrable en auditories ESG o de capital hum\u00e0 \u2014 un \u00e0mbit de creixent escrutini en el context de la <strong>Directiva CSRD<\/strong> (Corporate Sustainability Reporting Directive), d&#8217;aplicaci\u00f3 progressiva a empreses espanyoles a partir de l&#8217;exercici 2025 \u2014 i un actiu de talent amb valor de mercat documentat i transferible.<\/p><h2>De la formaci\u00f3 a l&#8217;evid\u00e8ncia: com ho fa EASEC for Work<\/h2><p>L&#8217;argumentari de negoci d&#8217;EASEC for Work descansa sobre una distinci\u00f3 que importa al nivell de direcci\u00f3: la difer\u00e8ncia entre \u00abhem format 200 persones en lideratge\u00bb i \u00abhem certificat 200 compet\u00e8ncies de lideratge amb una credencial europea verificable, amb una millora mesurable de la retenci\u00f3 durant els 12 mesos seg\u00fcents\u00bb.<\/p><p>La primera afirmaci\u00f3 \u00e9s un registre d&#8217;activitat. La segona \u00e9s evid\u00e8ncia d&#8217;impacte.<\/p><p>La recerca de Gallup i LinkedIn Learning constata de manera consistent que les organitzacions que inverteixen en desenvolupament professional certificable obtenen millores de retenci\u00f3 d&#8217;entre el 20 % i el 30 %, segons el sector i el perfil de l&#8217;empleat. Les organitzacions que treballen amb EASEC for Work poden presentar al comit\u00e8 de direcci\u00f3 un informe de cohort que mostra, per a cada grup d&#8217;empleats, quines compet\u00e8ncies s&#8217;han avaluat, a quin nivell s&#8217;han certificat i quin ha estat el delta de millora respecte a l&#8217;avaluaci\u00f3 inicial. Aquest informe \u00e9s auditable perqu\u00e8 cada credencial emesa \u00e9s verificable en temps real. I \u00e9s comparable perqu\u00e8 el marc de refer\u00e8ncia \u2014 ESCO, EQF \u2014 \u00e9s el mateix que utilitzen els reguladors, els inversors institucionals i les \u00e0rees de talent de les organitzacions amb qui competeixen.<\/p><p>Per als equips de Formaci\u00f3 i Desenvolupament que treballen amb partners externs, les <a href=\"https:\/\/easec.eu\/ca\/empreses\/consultories-de-talent\/\">consultories de talent certificades per EASEC<\/a> poden integrar la certificaci\u00f3 europea directament en els programes de formaci\u00f3 existents, sense necessitat de redissenyar els continguts. El resultat \u00e9s que el programa de formaci\u00f3 que ja funciona produeix, a m\u00e9s, evid\u00e8ncia certificada.<\/p><p>El model no substitueix la formaci\u00f3. Hi afegeix una capa d&#8217;evid\u00e8ncia que la fa demostrable.<\/p><h2>Preguntes freq\u00fcents sobre el ROI de la formaci\u00f3 en soft skills<\/h2><p><strong>Quant de temps triga a veure&#8217;s el ROI d&#8217;un programa de certificaci\u00f3 de soft skills?<\/strong> Els indicadors de resposta m\u00e9s r\u00e0pida \u2014 la millora en les avaluacions 360\u00b0 i la reducci\u00f3 del temps d&#8217;incorporaci\u00f3 \u2014 es poden mesurar a partir dels 90 dies posteriors a la certificaci\u00f3. Els indicadors financers de major impacte, com la taxa de retenci\u00f3 i el cost evitat per rotaci\u00f3, necessiten un horitz\u00f3 de 12 mesos per ser estad\u00edsticament significatius. L&#8217;avantatge de la certificaci\u00f3 verificable \u00e9s que les dades de compet\u00e8ncia estan disponibles des del dia en qu\u00e8 s&#8217;emet la credencial, la qual cosa permet fer l&#8217;argumentaci\u00f3 al comit\u00e8 de direcci\u00f3 abans que es tanqui el cicle anual.<\/p><p><strong>Quina difer\u00e8ncia hi ha entre una avaluaci\u00f3 psicom\u00e8trica interna i una certificaci\u00f3 amb est\u00e0ndard europeu?<\/strong> Una avaluaci\u00f3 interna produeix dades indicatives per a la gesti\u00f3 del talent. Una certificaci\u00f3 amb est\u00e0ndard europeu \u2014 alineada amb ESCO i l&#8217;EQF \u2014 produeix una credencial verificable externament, comparable entre mercats i auditable en qualsevol proc\u00e9s de due diligence de capital hum\u00e0. Per a RH, la primera \u00e9s una eina de diagn\u00f2stic. La segona \u00e9s evid\u00e8ncia empresarial que es pot presentar al consell d&#8217;administraci\u00f3, a un inversor institucional o a un auditor ESG.<\/p><p><strong>La certificaci\u00f3 EASEC \u00e9s compatible amb els programes de formaci\u00f3 que ja tenim en marxa?<\/strong> S\u00ed. El model EASEC for Work no requereix substituir els programes existents. La certificaci\u00f3 s&#8217;aplica com una capa d&#8217;avaluaci\u00f3 i acreditaci\u00f3 sobre la formaci\u00f3 ja en curs. Les organitzacions que treballen amb prove\u00efdors externs de Formaci\u00f3 i Desenvolupament poden integrar la certificaci\u00f3 directament en aquests programes a trav\u00e9s del model de consultoria de talent d&#8217;EASEC, dissenyat per generar credencials verificables sense alterar l&#8217;estructura pedag\u00f2gica del prove\u00efdor formatiu.<\/p><p><strong>Com es presenta el ROI de la certificaci\u00f3 de soft skills a un comit\u00e8 de direcci\u00f3 sense experi\u00e8ncia en RH?<\/strong> L&#8217;argumentari m\u00e9s efica\u00e7 per a un equip directiu sense bagatge en gesti\u00f3 del talent no parteix de la compet\u00e8ncia \u2014 parteix del cost. El cost mitj\u00e0 de substituir un empleat \u2014 entre el 50 % i el 200 % del salari anual, segons Gallup \u2014 \u00e9s una xifra que qualsevol director financer reconeix. Si la certificaci\u00f3 millora la retenci\u00f3 entre un 20 % i un 30 %, el c\u00e0lcul del retorn se&#8217;n deriva directament. El segon argument \u00e9s el risc mitigat: en un entorn d&#8217;obligacions creixents de reporting ESG sota la Directiva CSRD, tenir credencials de plantilla verificables \u00e9s comparable a disposar de certificacions de qualitat ISO en l&#8217;\u00e0mbit operatiu.<\/p><h2>Conclusi\u00f3<\/h2><p>La bretxa entre \u00abhem invertit en formaci\u00f3\u00bb i \u00abtenim evid\u00e8ncia que ha funcionat\u00bb no \u00e9s un problema de volum d&#8217;inversi\u00f3. \u00c9s un problema de metodologia i est\u00e0ndards de refer\u00e8ncia.<\/p><p>Els directors i directores de RH i els responsables de Formaci\u00f3 i Desenvolupament que sostenen l&#8217;argumentari formatiu al nivell de direcci\u00f3 tenen tres coses en com\u00fa: mesuren compet\u00e8ncies, no activitats; utilitzen instruments d&#8217;avaluaci\u00f3 externs i verificables; i connecten les seves m\u00e8triques amb el llenguatge financer de la direcci\u00f3 \u2014 retenci\u00f3, cost de rotaci\u00f3, productivitat, risc.<\/p><p>EASEC for Work est\u00e0 dissenyat precisament per a aix\u00f2: per convertir la inversi\u00f3 en millora de compet\u00e8ncies en evid\u00e8ncia certificada alineada amb est\u00e0ndards europeus, verificable en temps real i presentable a qualsevol consell d&#8217;administraci\u00f3, auditor o inversor.<\/p><p>Si est\u00e0s construint el cas de ROI per a la teva propera presentaci\u00f3 a la direcci\u00f3, <a href=\"https:\/\/easec.eu\/ca\/empreses\/\">la proposta d&#8217;EASEC for Work per a organitzacions<\/a> inclou demostracions institucionals i casos d&#8217;\u00fas documentats amb m\u00e8triques reals.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>La vostra organitzaci\u00f3 inverteix en formaci\u00f3, per\u00f2 no en pot demostrar l\u2019impacte amb dades. Descobriu com certificar les compet\u00e8ncies transversals segons els est\u00e0ndards europeus i presentar un ROI s\u00f2lid a la direcci\u00f3.<\/p>","protected":false},"author":2,"featured_media":48062,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1,199,290,280],"tags":[22,182,307,275,190,306],"class_list":["post-48061","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-easec","category-employability","category-human-resources","category-work","tag-easec","tag-european-certification","tag-people-analytics","tag-skills-gap","tag-soft-skills","tag-upskilling"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 (Yoast SEO v28.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Measuring Soft Skills Training ROI: A Practical Guide for HR | EASEC \u2013 European Soft Skills Certification<\/title>\n<meta name=\"description\" content=\"Your organisation invests in training but can&#039;t prove it with data. 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