Many of our employees want to do training programmes, and it`s OK. Our question is what criteria could we use to dedice if we pay or not, and when, in which cases, an expensive programme.
What kind of criteria do you use?
Could you help us?
Thanx. Marian.
Marian
by
Leaders need to stop the self-sacrifice cycle
Middle management’s biggest challenge
Unlocking courage
Elevate your L&D expertise by subscribing to TrainingZone’s newsletter! Get curated insights, premium reports, and event updates from industry leaders.
3 Responses
Further Information
Marion
This area can be a little bit of a minefield, you need to offer more information, or you can call me on 0151 647 3388, or e-mail me [email protected]
I may be able to help you.
I have partnerships with several funding bodies, offering the cost of the learning/training and qualification to be paid for.
Regards
Paul Harrington
Business focus
We pay training costs for short courses, further education and evening classes where there is a benefit to the business. This may include expensive courses (eg. MBAs) but only where it is part of an individual’s planned training and development and has been fully agreed at the relevant level. If you have any queries please contact me. Jenny
[email protected]
PAYMENT FOR COURSE ATTENDANCES
Our agency (Australian Government) pays for training that has been properly identified through skills auditing or TNA processes.
We have a development program that will pay 50% of university course fees on successful completion of the enrolled subjects. The program also allows approved candidates to have a number of hours study leave and examination leave. The onus is on employees to do their bit by performing and paying 50% of the cost. It’s a good deal for the genuine.
Ultimately, managers with delegation to approve/not approve training or development activities make a decision. Those decisions are subject to various review processes, so need to be made in accord with procedures and policies.