Here is a scenario. An employee asks you to pay for additional training so that he or she can do a better job. So, you need to determine if the training will benefit the team, department or company and ensure that you are not being asked to fund skill building that will help him or her land a new job elsewhere.
Peter DeVries, CEO Destiny Solutions asks employees to write him a small proposal answering the following questions:
• “How will this training affect your current projects or role?”
• “Is this training part of a larger learning goal (i.e. a certification or degree)?”
• “Can you describe how you researched this course or education provider to demonstrate that the content is useful and cost-effective?”
• “Are you willing to present to your peers a summary of the key learning outcomes from this training?”
This pragmatic approach ensures that the employee is not just looking to take any training, but training that provides value to them, and the company.
In reality, there are always two practical outcomes from training that immediately benefit the company regardless of the specific request. The first is that training allows work experience to be matched with best practices or more formal methodologies. It also permits the employee to match what they are doing with what they should be doing based on a body of knowledge.
The second is that the employee can come back to the firm and present one of three outcomes:
1. Demonstrate what they learned how to do
2. Validate your current methods or processes
3. Recommend changes that could improve production, lower costs, increase profits or improve the service factors.
Any of these outcomes will be incredibly valuable to any organization.
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