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Investment Levels of Training



I have been asked to underake a review of our Investment levels in Training, please can anyone give me some advice where I might start? I need to compare our investment levels to other organisations, any tips would be appreciated!!

Ruth Gobey

4 Responses

  1. Can’t be too much help
    I started an exercise like this a while back with the help of the good folks here on training zone.

    I think what we concluded is that it doesn’t mean much to compare your investment to other businesses – does it matter if you spend less/more or the same as average?

    Probably not. Does it matter that your workforce are well trained and performing at the top end of their abilities? Definitely.

    I would have thought the best basis of a review on investment in training would be a full TNA with gap analysis. An agreed timescale for which that gap should be plugged. And then a fully costed plan for that.

    Then if you want to decide on your investment level – if it’s the same as required by the plan, then good news you’ve got it about right. If it’s less than the plan – you might want to consider investing more in the future. If it’s more than the plan – then it’s time to cut the budget.

    If you really must compare with organisations then make sure you are comparing like for like. A high-tech leading edge technology company will always need to invest more in training than a cleaning company by very nature of the task.

    You might also try the CIPD site if you really want this information.

  2. CITB
    HI Ruth,

    Have you considered looking at the CITB website as that may another sourvce on info which is industry specific. Not quite sure what you are looking for but you can give me a ring on 01698 826928 if you want to discuss further. I’m also employed within the Construction industry.

  3. Look at both sides of the coin
    I think it is good idea to be keeping an eye on your training investment, and bencharking against other companies can be useful, but it doesn’t give you the whole picture. You need to find out what benefits they get from that investment, and that’s going to be a lot more tricky as many companies don’t properly evaluate, and even if they do, those results probably won’t be published.

    Value for money is key, and focussing that training investment. You can use a scatter-gun approach and spend loads in all sorts of areas, and some will be worthwhile. Or you can take time to do the a detailed TNA and spend a lot less but on those areas that really warrant it. It’s the pareto principle really, spend 20% of some others, but get 80% of their success.

    In my experience, a lot of companies invest in training front-line staff, when the real issues are caused by poor performance management. Just because someone can do something, doesn’t mean they will if they aren’t being encouraged to do so by their manager.

    I know this is a bit waffly, but my advice is be clear about what you want to achieve, and take it from there.


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