‘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?
Anna Douglas spends most her time writing and editing content as one of our ASLS Bloggers. She specialises in all matters relating to training and development and one of her favourite things about this is getting to hear from the readers.
She previously worked at Australian Safety and Learning Systems as the Business Operations Manager, as well as delivering the Certificate IV in Training and Assessment. She provides a comprehensive and practical approach, is well-grounded in theory, and passionate about guiding learning in the workplace. Anna’s blog articles a ‘must read’ for those in the Vocational Education and Training sector. Whether a departmental trainer, a training manager or a training developer at heart, it is a valuable reference for all!
So, come and join the discussion. How does learning actually occur in the workplace?