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Seb Anthony

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Meeting training needs without a training manager


I have been speaking to some HR managers who don’t have their own training manager and feel over stretched. They need to fulfil the identified training needs but because these needs are so varied (from IT to coaching to a range of soft skills) they have to find and meet with lots of external suppliers to satisfy their requirement taking up precious time. Any suggestions from HR managers in a similar situation, how do you cope with meeting these needs currently when you don’t have a dedicated training person to do this for you? Is there a need for some kind of “one stop shop” providing an external training manager resource? I would be interested in the views of fellow subscribers.
Judi Walsingham

5 Responses

  1. alternatives
    Hi Judi
    The one stop shop approach may be best in terms of outcome however it probably would be prohibitively expensive, some larger organisations do it as a form of outsourcing and some larger consultancies offer it as a managed service.

    Why do the HR Managers, who cannopt cope without a dedicated L&D person, not have one? (Rhetorical)…the answer is (probably) that the size of the organisation does not justify a full time resource.
    Why not utilise the skills of a professional L&D specialist on a part time basis?…this should solve the problem without excessive cost or outsourcing.

    I have offered this service and I know several other self employed consultants who do the same…it is just a matter of the organisation accepting the part time approach.


  2. HRD resource
    I agree with Rus. Sharing a training manager between businesses is a valud strategy. I have seen trading estates that have employed a TM & ‘sold’ the service to companies on the estate with great success.

    Like Rus I have also help PT roles untill the need has diminished or the business hired their own – it is about flexibility and thinking innovativly.


  3. Outsource the work

    I’d agree with the general response – it is easy to outsource this element of provision and these forums are probably full of people who have delivered this sort of work previosuly – whether in a former life in full time training roles or more recently as Training consultants. It is commonplace for this sort of work to be contracted as a short term project – and often works very cost effectively. Using outsourced specialists can mean a very quick turnaround as employers are buying a specialist knowledge of the sector, delivery methods and providers.

  4. No Training Support
    I agree with the previous commetns about looking at sharing a trainer. I am currently working on a project where six small sized companies are jointly paying for me to work with them in developing their businesses. Eqaully, I’m sure you have looked at retained services – working with someone on a fix days per year basis. Another option would be to train managers on the basics of TNA and people development – a good old fashioned Train the Trainer. They have the professional subject knowledge, give them the development skills. It’s really quite motivational for the managers and the staff.

    Good luck,


  5. one stop shops do exist
    Hi Judi

    From the range of training needs that crop up using a one stop shop would remove the need for the managers to negotiate with a number of suppliers, prevent losing time for looking for courses and be able to provide advice on which courses are good.

    The company I work for does just that and we work alongside the HR departments to make their life easier.

    If you would like to know more about what we (and other companies) do then please email me.

    Kind regards



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