As we are entering the budget preparation time of year for many companies, planning training and justifying the investment can seem daunting. Evaluating the past year’s learning and development for even a small organization is important but often can be overwhelming. You have to think about what type of classes are needed, how often they should be held, and how to make them the most cost effective. That is enough to wear out even the most seasoned learning practitioner. Below are some tips to help.
Before you can plan anything, you need to assess your current learning and development program. One place to start is to determine your ROI for training over the past year (or more, if desired). There are helpful hints to figure ROI in this post. Part of the post-training evaluation is to decide which employee training you need going forward. The steps to do this can be found here.
Type of Classes
Since every organization is different, customizing your training classes is critical. How do you choose between mobile, classroom, desk-side, and online methods? Read about each of these in the post on creating individualized training programs for your employees. It details what you need to know to make a decision.
If you are unsure about how to choosing the best training for your budget, you can consider how often you need the training and what venue could be used. To learn more of the specifics, read the post on training models, size and duration, and venues.
Having management buy-in to support learning initiatives is essential. Check out the blog post on how to justify training to management for detailed help on determining Return on Investment and structuring talent development. Even if your organization is a small business, there are many options. Read about the ROI of small business training.