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Training when money is tight
Training & Organizational Development
Training when money is tight
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
What steps can HR professionals take to overcome the organizational tendency to cut training when money is tight?
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Forums » Topic Forums » Training & Organizational Development » Training when money is tight
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Training when money is tight
posted at 10/19/2008 2:06 PM EDT
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Posts: 108
First: 4/15/2007 Last: 8/17/2009 |
I dont now whether your training is designed and delivered by in-house staffs or whether it is outsourced. This will make a difference to how you interpret my suggestions below.
1. Cut costs by providing more self-help workbooks and on-the-job aids. 2. Conscript local experts or coaches to take the place of some training sessions. 3. Cut non-value add training sessions; that is, those that dont really advance real organizational objectives. 4. Review your list of training suppliers for more economical alternatives. 5. Rationalize your list of training suppliers to obtain volume discounts. 6. Save on material costs by printing on both sides of paper when producing learner materials, sending out softcopy versions of learner guides, etc. 7. Demonstrate the achievement of organizational objectives (that is, that achieving the learning outcomes led to real benefits to the organization) and return on investment on your training programs. The first six suggestions above go along with the idea that everyone needs to tighten their belt in tough times and that the training function is not sacrosanct. The training function will be more respected by replacing a Yes, but response with a Yes, and this is what we are doing about it. The final suggestion uses a different approach. It says that if you cut these training programs, the organization will actually lose money. The two approaches, of course, are not mutually exclusive. I hope this gets your thinking started. Les Allan Managing Director Business Performance Pty Ltd http://www.businessperform.com |
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Training when money is tight
posted at 10/22/2008 7:31 PM EDT
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Posts: 2
First: 4/25/2008 Last: 10/22/2008 |
[quote]
On 2008-10-16 12:10, 10161991 wrote: What steps can HR professionals take to overcome the organizational tendency to cut training when money is tight? [/quote] It is obvous ,when money is tight in business set up the supporting activities will get affected. In this situation as a HR professional it become very sensitive issue in view of morale of the employees who directly or indirectly involved in the organization. As a HR professinoal we should emphasize on IN-House Training and Development program at large extent by internal expert /experienced faculty . we should organize several talks / seminars on different related topics of present situations. Many times ways and means emerged from brainstorming session. Trg & Dev. activities is a contineous process it should not be stopped, th cost may be reveied . |
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Training when money is tight
posted at 11/18/2008 4:53 AM EST
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Posts: 1
First: 11/18/2008 Last: 11/18/2008 |
There is a firm called Business Expert Webinars which offers business eLearning seminars for a nominal $79 per connection. You can put a group in the conference room and put the phone on conference and presentation on screen. They don't market in the webinars at all. It is strictly education. |
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Training when money is tight
posted at 11/19/2008 7:45 AM EST
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
I would add that it is important to be sensative to the needs of the workforce.
Spend training dollars on programs that will help improve orghanizational performance and do it as lean as possible in terms of materials, venue, food, etc. It can be demoralizing for employees who are facing budget cuts to be required to sit through training they perceive is useless or frivolous. |
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Training when money is tight
posted at 11/20/2008 4:39 AM EST
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Posts: 9
First: 1/3/2001 Last: 11/20/2008 |
As an HR consultant this is a question that comes up in our practice all of the time and we find that each organization has it own set of challenges when it comes to justifying training. How has training been viewed by the "C" suite in the past, what type of return on investment or proof of value has been offered within an organization? Do you offer e-learning or is it classroom based or blended? Is there an LMS in place that can help to build some metrics around training, all play a part in building a business case.
We have worked with a vendor called Cognisco that offers custom knowledge based assessments before and after training that has really helped clients to just offer the appropriate training to those that need it rather then the blanket approach and has cut some clients training costs by as much as 40% |
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Training when money is tight
posted at 3/10/2009 2:14 PM EDT
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Posts: 4
First: 11/7/2008 Last: 7/20/2011 |
platform independent web-based training where you OWN the course, and don't log into some company's distant server--and pay per learner fees--is the way the way to go. You own the course. WorkExcel.com produces such training. See their catalog. |
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