CFOs demand numbers before funding reskilling academies or skill‑based pay bands. This presentation unveils a cost‑model template that factors training spend, opportunity cost, ramp‑up time and wage inflation, producing a clear break‑even point. It then shows how to convert ROI insights into pay‑band differentials tied to verified skill attainment, satisfying pay‑transparency mandates.

• Full‑cost framework: direct, indirect, time‑to‑productivity

• Break‑even calculation between reskill and hire paths

• Linking verified skills to pay‑band differentials

• Communication strategy for managers and works councils

• Monitoring ROI over the first 12 months.

• Build a defensible reskill‑vs‑hire business case for Finance

• Translate ROI numbers into skill‑based pay design

• Communicate pay changes without triggering attrition

• Track realised ROI and adjust assumptions over time.

Hiring scarce talent can cost 30–50% more than upskilling, yet many organisations lack data to prove it. Meanwhile, pay‑transparency laws force companies to articulate how skills drive compensation.