What do you do if pursuing continuing education in Training and Development (HR) is draining your finances?

The fundamental concept of learning is that there are always multiple sources and methods available to acquire knowledge. If your current self-financed approach is expensive, consider the following alternatives: Look for courses or programs where you can receive financial support through government grants or institute-offered scholarships. Approach your current employer and inquire about financing options for your learning endeavors. Explore concise yet effective learning modules available on your company’s internal LMS. Participate in instructor-led training programs or take advantage of on-the-job learning opportunities. Utilize free online courses, certifications, YouTube learning videos, and training series.

Consider some of these methods: ? Utilize your Learning Management System if you're employed. Many organizations provide extensive content libraries and development learning programs. ? Check if your company allocates a yearly development budget per employee. Discuss with your manager the value of the skills you're acquiring and consider offering to share your new skills with colleagues. ?Investigate government skill development credits. These can offer additional financial support. ? Use free resources from platforms like YouTube and LinkedIn, where many content creators share authentic, detailed, and practical insights. ? Seek mentors or consultants who provide complimentary 1:1 sessions - for personalized guidance.

Existe la posibilidad de utilizar un LMS de código abierto como Moodle. Los Open source e learning, pueden descargarse y ser usados de manera gratuita y alojados en el servidor de la organización, sin que sea necesario abonar el coste por las licencias, además pueden personalizarse. Antes de implementar un LMS de código abierto, deberían valorarse los costes de instalación, infraestructura y mantenimiento.

If pursuing continuing education in Training and Development is draining the company's finances, it's important to find a balance between investing in employee development and managing costs effectively. Here are some steps to consider: a) Prioritize Training Needs; b) Evaluate Cost-Effective Options; c) Leverage Internal Resources; d) Implement Train-the-Trainer Programs; e) Encourage Self-Directed Learning; f) Etc. By taking a strategic and cost-conscious approach to training and development, companies can maximize the value of their investments in employee learning and development while effectively managing financial resources. For more information, please, check my YouTube Channel. Link on my LinkedIn profile. =)

Don't hesitate to inquire about the possibility of financing your further education with your employer. Even in the event of a refusal, there is still a benefit because you have demonstrated your willingness to learn and develop yourself.

IF you're looking to get support from your employer for your education, certification, or other learning, make a point to put together a short justification / value statement for THEM (your company, your team, your management). "This training/cert/learning will prepare me to (what) so that I can help (who) to provide value (how)".

Consider if the course or courses you are doing is really adding value or will in the future. Some courses especially through the CIPD and the LPI will help your career development in HR and L&D however there are also great ways to get the experience you need without breaking the bank Work shadowing Coaching/Mentor support Job swap Volunteering Support any training/HR function Ask to work on projects Ask your organisation if they can help support your education

There is so much free content out there and you do not have to always pay for something to learn a new skill, understand a topic further, etc. I highly recommend subscribing to newsletters or listserves within your industry, there is a wealth of resources.

Explore Free Online Alternatives- Or low cost monthly memberships- Google: low cost monthly membership Udemy: I see this utilized often amongst LinkedIn users EdEx App, access to free courses from Harvard Business School, MIT, etc.

Offering employees a convenient and flexible way to enhance their skills and knowledge is always a hit capsule. These credentials provide tangible proof of expertise, boosting employees' confidence and marketability. Employers recognize the value of certified professionals, as these individuals bring validated competencies to the table, contributing to organizational growth and innovation. Additionally, certifications serve as a benchmark for performance evaluation, enabling employers to reward and promote employees based on their demonstrated capabilities and achievements.

Remember that continuing education is not always made up of classes or certifications that have direct costs. Often the most valuable education comes in the form of experience. Consider volunteering, interning, shadowing with people within (or outside) of your company to grow your skills. Just as important (perhaps more). Think about how to express and frame that experience as learning. Can you create a document that highlights those growth experiences in a way demonstrate learning and growth? Often I find just thinking through this helps me realize and reframe experiences I'm getting (for free) in ways I can apply to my career development.