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Seb Anthony

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Paying for Learning and Development Teams


I have come accross several approaches to financing internal L&D teams but none seem to work really well.
At one extreme the department is treated as an overhead and cost allocated accross different departments so managers get as much as they can for their money and the L&D team are run ragged, at the other extreme the team works on a cost recovery basis so that whenever they spend time in the business, the first discussion is about the charge to the manager for their time.
Has anyone come accross an approach which really works and strikes a happy balance?
Ian Butcher

One Response

  1. Cost the value of the learning.
    When the learning and development team learn a lesson simply cost the value of that lesson.
    The costing does not have the rigour of an accountant but will show the value of the team to the users of the team. It will also provide the team with a measure of their own effectiveness. This is a very important step for the team who by measuring their effectiveness will be able to become proud of their work.



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