Organizational Tendency to Cut Training When Money Is Tight

Subject: Employee Management
Pages: 2
Words: 373
Reading time:
2 min

Training can benefit the company if done correctly. Training enables employees to gain experience in their areas of duty. This procedure requires qualified HR personnel with proper budgeting knowledge. In most cases, the HR department finds itself short of money in conducting this important management function. The company can perform a cost-benefit analysis, which compares the cost versus benefits of the training. A company should never cut training but determine what is appropriate for that individual’s job.

Planning for the training activity is the first thing that the HR team should consider before engaging in any other activity. The number of people to be trained, the time, the organizational budget, and the corporate goal of the organization should be integrated into the planning process. In most cases, training takes place when there are new employees who are supposed to be assimilated into the business processes. Resources such as money, space, and time should be allocated according to the required time of training. An organization should also consider previous training activities to produce the required budget. This budget should be presented to the executives to establish a long-time planning purpose.

After allocating the available resources to the trainers, it is essential to develop strategies for training. This is after a careful selection of potential individuals to train. A good strategy is to train people who can be productive in the long run. Although employees are non-productive when in the training process, the HR department must assess the level of non-monetary rewards that comes with the completion of training. Sometimes training can increase production or increase safety standards, resulting in a decrease in errors or accidents, and it promotes retention because it may increase the attitudes of the employee.

Setting good strategies will enable the HR professionals to implement training activities without bothering about the cost. This implies that training should only be conducted when there is potential for improved productivity. However, training must be mandatory for the newly employed workers. The employer’s goal of training is to have an ROI (return on investment). Therefore, it is important to look at all training carefully and determine whether it is necessary or not.