Training - How to Make it Pay

by Stephen Newton

Introduction

Recruit for attitude; select for aptitude; train for skills.

Special Forces selection mantra

Training represents a significant cost to employers in terms of

  • Hard cash (course fees)
  • Time away from their job for the trainee, which may be a cost in terms of
  • lost production
  • temporary staff replacement costs
  • overtime for other employees (or some combination of these).

In the past, training was often seen as an activity that was undertaken either as an essential requirement before a person started a job or only once all other priorities had been satisfied. It was seen as being like the school classroom – a way to impart knowledge and basic skills.

More recently, training has progressed from being centred on the trainer to being focused on the student. Today, it is necessary to be able to justify training as self-financing, with the total cost being recoverable over a fairly short time-frame through increases in efficiency and/or quality and/or effectiveness.

In this topic, we will outline how to plan to get the best out of training before you are committed, the other options that you might consider, how to select suppliers/trainings and what you should be doing to ensure that you get the best out of the training after the event.