Organizations these days understand that employee training is very necessary due to the ever-evolving corporate landscape. If they invest in training, they can see a spike in productivity which would eventually help the organization. Organizations that ignore employee training assuming that it’s not so necessary would likely face a dip in productivity, employee turnover rate, and much more.
As some organizations understand the benefits of training, they try to offer training even though it gets expensive. But, due to various factors, it costs a lot more money and time than expected. This is where most HR professionals and the L&D department face trouble in getting approval for training. They need to find all possible ways to ensure they keep the budget minimum and do not need the employees to attend for long hours. Thus, in this article, we have listed a few ways which help the HR and the L&D department to build an effective training plan that can get approved.
1)Show them the impact it has:
To get the budget approved, you must explain and show your leaders how the training can impact the organization. Use lots of data to back your theories which would give them more confidence to invest in training. Do not just focus on the budget, show them how it impacts employee engagement and helps the new hires to perform quickly and seamlessly transition into the job. You must be able to prove to them that the employee training investment is completely worth it.
2)Align it with organization goals:
If you can solve any of the organization’s problems with your training, then it’s likely that your budget gets approved. Maybe you can focus on improving the monthly recurring revenues or reducing the churn rate, and find out what big problem you can solve. To give a practical example, let’s assume your company’s sales figures have taken a hit during the last two or three months, then offer sales training to your sales team which would help to up the numbers again. But, you must find out the root cause for that and then provide training accordingly.
3)Tell them how you execute it:
After you let your leaders know the benefits, it’s time to show your action plan. What courses you have planned, how will employees engage with training and how you can plan the training in such a way that it doesn’t affect their job, and much more. If the learning content is useful for future training purposes, then you can even show how to create and plan the content that’s relevant for the future too. To transfer all your learning content seamlessly into a tool, you need a SCORM compliancy LMS. With the help of this tool, your content can be stored and if needed transferred easily.
4)Find the costs for each employee:
If you look at the overall training budget, then it might seem a lot. But, if you calculate per employee, then it might not seem too much. And also try to minimize the training costs in whichever way possible. You can use a combination of classroom and digital training or just go for online classes. You can even upload the recorded sessions in an LMS and let your employees learn at their own pace. So, research on different training methods like blended learning, microlearning, synchronous and asynchronous learning, etc. Choose the one that’s effective for your course and engage your learners.
5)Leverage internal talent:
Hiring course developers and instructors can be expensive, but you can try leveraging your internal talent to cut down these costs. Look for skilled and experienced employees and allow them to be the instructors for your employees. In this way, you allow your senior employees to prove themselves and also cut down the instructor costs. To compensate for the training, you can offer salary hikes for the instructors.
Conclusion:
Although getting the training budget approved is a daunting task, you can still make your life easy by planning everything on how training can solve the problems of both the organization and the employees. Cut down the costs as much as possible which will help to get your budget approved.
