‘Every organisation pays for training whether it has a program or not.’
An organisation can recognise the value of training by providing a systematic approach to training delivery, thereby reaping its benefits. Otherwise it can choose to ignore training and ‘pay’ for training as its business model is not well executed, products poor in quality, and eventually customers choose to go elsewhere. Considering the economic situation in the last few years, have you seen cuts to the training departments? In some cases, training departments are eliminated, while in others, re-engineered into departmental functions. Survival of training departments can often hinge on their ability to definitively calculate the value of training.
So training and development as an investment! How do you approach this?