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Last updated on 2024年7月16日

How do you combine your training budget with HR functions?

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As a training and development professional, you know how important it is to invest in your employees' skills and knowledge. But you also have to manage your training budget wisely and align it with your HR functions. How do you combine your training budget with HR functions to achieve optimal results? Here are some tips to help you.

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1 Assess your training needs

Before you allocate your training budget, you need to identify your training needs. This means analyzing your organizational goals, your employees' performance gaps, and your HR functions. For example, you might want to consider how your training can support your recruitment, retention, engagement, and succession planning strategies. You can use various methods to assess your training needs, such as surveys, interviews, focus groups, or performance reviews.

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Christopher Toten

Airport Executive (Department of the Navy) (NAS Meridian): MPA-DEM, CFPS, CBCP
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I have found the total ROI is not only cost savings but skill enhancement and retention benefits. You have a better trained employee that will give better work to your organization and you have someone who might stay with an organization who values thier employees and is willing to spend a little money up front for a return on investment with a more productive employee.

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2 Prioritize your training objectives

Once you have identified your training needs, you need to prioritize your training objectives. This means deciding which training programs are essential, which are desirable, and which are optional. You can use a matrix or a scoring system to rank your training objectives based on their impact, urgency, and alignment with your HR functions. For example, you might give higher priority to training that improves employee safety, compliance, or productivity, or that addresses critical skills shortages or turnover issues.

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Roger Davis, CTDP

Results driven, project manager specializing in ILS Engineering. Proven leader of technical training programs with complex electronic systems.
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Safety and compliance training are non-negotiable, mandatory. I always found a DIF analysis useful for determining training priorities along with learner profiles with skills training. Increased training duration allocated for difficult, important and less frequently used skills.

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3 Plan your training activities

After you have prioritized your training objectives, you need to plan your training activities. This means choosing the best methods, formats, and resources to deliver your training programs. You can use a variety of training activities, such as online courses, workshops, coaching, mentoring, or simulations. You should consider the learning styles, preferences, and needs of your employees, as well as the availability, cost, and quality of your training providers. You should also align your training activities with your HR functions, such as integrating them with your performance management, feedback, or recognition systems.

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4 Monitor your training outcomes

When you have implemented your training activities, you need to monitor your training outcomes. This means measuring the effectiveness, efficiency, and satisfaction of your training programs. You can use various tools to monitor your training outcomes, such as tests, surveys, observations, or analytics. You should compare your training outcomes with your training objectives and your HR functions, and identify any gaps, challenges, or opportunities for improvement. You should also communicate your training outcomes to your stakeholders, such as your employees, managers, or senior leaders.

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Reid Creviston

HR Generalist | HRBP | Human Resources Consulting | Learning & Development | International Facilitator | Instructional Design
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Analytics are the key to success when it comes to getting executive and stakeholder buy in around L&D initiatives. When we have that kind of data we can use it to tell a unique story. We can present that story to our leaders in a way they can digest and project potential outcomes or downfalls of the trainings.

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5 Review your training budget

Finally, you need to review your training budget regularly. This means evaluating the return on investment, the cost-benefit analysis, and the budget variance of your training programs. You should track your training expenses, such as fees, materials, travel, or time, and compare them with your training revenues, such as savings, profits, or value. You should also review your training budget in relation to your HR functions, and adjust it as needed to reflect any changes in your organizational goals, employee needs, or market conditions.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Adele Parry

Learning and Development Advisor
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In my experience if you can argue your training budget in terms of return on investment (ROI), you can win over any executive or board member that is profit-focused.

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Dr. Thomas Dullien

Chief Academic Officer & Director of Education
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If you think training, development, and education are expensive, try confusion, stagnation, and ignorance! Having to defend the causes for growth with ROI numbers is the unintelligible sound of a ??.

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Ronald Andrade

Work Coach: Experienced Private and Public Sector professional with a range of transferrable skills and career development success
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This is about planning and prioritising along with understanding and communicating your HR strategy across your organisation. To get value for money, needs analysis needs to be conducted for each HR initiative analysing where costs need to be spent and where efficiency savings can be made. This is through a thorough business case being presented Finally, consider how long each initiative will take to implement and whether this will help grow your organisation

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Anthony McCluskey

An experienced, skilled and qualified learning and leadership development professional and leader.
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When I could show the impact of learning on: I) Increased attendance and decreased sickness 2) Positive uptick in NPS and other customer metrics 3) Increased employee engagement 4) Decreased cost of sale/delivery 5) Increased retention of high performers and 6) Increased turnover of low performers (including managers) I had not only the buy-in of the highest performing regional manager (and their manager) but the budget to spread the message wider. Learning is part of business. Evidence is absolute. If you can't evidence learning's impact, you're either not delivering business benefits or you're unable to communicate as a business leader.

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How do you combine your training budget with HR functions?

1

2

3

4

5

6

1 Assess your training needs

2 Prioritize your training objectives

3 Plan your training activities

4 Monitor your training outcomes

5 Review your training budget

6 Here’s what else to consider

Training & Development

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How do you combine your training budget with HR functions?

1

2

3

4

5

6

1 Assess your training needs

2 Prioritize your training objectives

3 Plan your training activities

4 Monitor your training outcomes

5 Review your training budget

6 Here’s what else to consider

Training & Development

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