Finding Ways to Lower Training Costs
Training is usually considered one of the less important elements in the work structure. As such, it is almost always one of the first things to go when budget cuts need to be made.
Creative managers will try to find ways to cut back on modular training components or “trim” across the board rather than eliminate an entire employee training program. While this is an admirable display of resourcefulness and determination, this step should be taken with much caution. A careless move could do more damage than good in the long run and render salvaging the training programs useless.
Here are some ideas on how to lower training costs carefully and maintain full effectiveness of the employee training plan:
Invest in the Right Online Training Tools
Most employee training programs today employ a blended learning approach, that allows organizations to balance live frontal training with ongoing supportive training at the desk. Many organizations elect to implement robust LMS plaforms which then require additional training for the training teams abd adoption can be a nightmare.
Today’s digital learning sphere offers much more simple, integrative online training tools that, simillarly to Iridize, bypass the learning process and skip straight to application of knowledge and hands-on training-in-work. You can read more about our employee training tools and approach.
Invest in Quality Training Staff
Sounds counter-intuitive in this context? Hardly. A good trainer is critical to successful employee training. This is the single most important aspect of your training you do NOT want to compromise on.
When the resources are scarce we triple check each expense: If you are in the market for training professionals, approach this decision like you would, selecting a school for your child: make sure not only that you are satisfied with the level of training, but also that the methods in place are suitable for your employees.
Take Training Goals and Metrics Very Seriously
Proper training measuring can only be done if your know what your are measuring and where you are going. Creating training goals helps to achieve that.
Focus on Work-Related Skills and Abilities
While no professional, in the training industry or other, would appreciate being told how to do their job, you can insist on focusing the training sessions on work-related topics.
Ask the training professional to address work related issues and give examples encountered in the work routine. This technique is an efficient didactic “glue” and will help to connect the training to hands-on work topics, quickening the process of employees applying what they learned to their jobs.
It will also provide added value and a sense of worth to the trainees – on-point, professional training is much more highly valued by employees as a marketable skill than general team-building and life-coaching instructions.
Save Time by Preparation
God is in the logistics. Time wasted in dealing with dysfunctional projectors, missing printed materials and looking for the light switch can amount to dozens of minutes over a series of sessions. So:
- Make sure everything is ready in advance.
- If you are conducting the training outside of your work space, try to get someone from inside the company to deal with the logistics, rather than paying extra to the local contractors/ an outside agency.
- Arrive early, make sure all the screens, cables, microphones and projectors are in tact and working