http://www.trainingmag.com/
February 06, 2008
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Many organizations use traditional methods to stretch their training budgets. These often include negotiating price, shortening sessions, and seeking delivery vehicles that allow for self-study or online delivery of training. Enlightened organizations, however, recognize that these methods can compromise individual and organizational learning objectives. Instead, progressive companies focus on maximizing the value received, and implement nontraditional, strategic cost savings techniques to leverage training budgets, including:
1. Align learning objectives with the organization's recruitment and selection process.
Companies that have a keen awareness of their competency requirements develop behaviorally based competency profiles, and hire individuals who already possess those critical competencies. This will reduce training needs and expense significantly.
2. Align learning initiatives with the organization's performance management system.
A defined development plan for employees will allow for better expense allocation. This will eliminate ad-hoc training decisions and ensure that training initiatives are prioritized based on employee needs.
3. Stay current on techniques that work.
Seek training partners that provide dynamic, interactive learning methods. This will eliminate the need to spend additional resources on continual reinforcement, or repeating ineffective training initiatives.
4. Offer value back to training providers in exchange for price considerations.
Training vendors highly value references, clients who are willing to participate in case studies, or clients willing to be subjects of white papers. Keep this in mind when negotiating price.
5. Seek training providers that can provide broad geographic and language coverage.
For example, training providers that draw upon locally based facilitators will reduce travel expenses.
6. Set clear course entry requirements.
Too often, individuals are sent to training programs where they simply do not belong. Make sure the organization defines which positions should attend and the tenure in that position, and has a process for approving exceptions.
7. Place greater accountability on the first-line manager to be a coach.
Many organizations insist their managers have the capabilities to coach others before they can enter the management ranks. While this may represent a significant cultural change, it can eliminate unnecessary training expenses for certain skills training.
8. Have a solid program evaluation process.
Limiting course evaluation to attendee response sheets does not ensure value is delivered. Formal training effectiveness audits should determine the degree of learning and behavioral change, and the impact on organizational success factors. Programs that do not meet standards should be eliminated.
9. Set high standards for participants.
Make sure you are getting the full value for your training investment. A major telecommunications company requires that participants attend 90 percent of a training session or they do not receive credit. Also, keep laptops and cell phones out of the training session unless they are needed as part of the learning.
10. Schedule training strategically as cancellations can be expensive.
Know your company's business cycles and schedule accordingly. For example, training scheduled at or close to the end of a quarter will be a problem for sales departments. Most important, empower the trainer to enforce the standards.
Jay Jacobson is president of Celemi, Inc., a global provider of business simulations and learning tools that improve financial acumen and operational knowledge. He is based in Chicago, IL. E-mail him at jay.jacobson@ celemi.com.
Training Magazine
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