1.Using 80 20 principle. Understanding the important few programs that can provide the 80 percentage of the impact for the organisation. 2. Second approach is prioritising as per business need 3. Third approach could be prioritising as per the number of participants covered.

Aplica el modelo de Covey, puedes asegurarte de que estás invirtiendo tu presupuesto limitado en las capacitaciones más importantes y que generan el mayor impacto. Priorizando lo esencial, reutilizando recursos, y aprovechando alternativas digitales y de aprendizaje experiencial, maximizarás el ROI sin comprometer la calidad de la formación.

1.Learning should be viewed as an individual endeavor to overcome resource challenges. 2.I would adopt an assertive method to conduct assessments for the team or individuals on relevant subjects. 3.Based on assessment scores, team members can be aligned with each other, or individuals who excel can coach others. 4.Allocate 60 minutes weekly for learning sessions. Each individual will choose a topic for the week, learn from shared resources, and conduct a knowledge transfer session. 5.Every individual will be given 15 minutes per week to present, focusing on delivering only key, relevant details in a crisp manner. This aids individuals to learn accountability, self learning, knowledge transfer, feedback, mentoring and of course camaraderie.

Focus on developing internal talent pool creating a team of SME and Trainers - leveraging peer-to-peer learning, and free online resources

To maximize training impact with limited resources, prioritize critical skills and align training with organizational goals. Utilize online resources, webinars, and virtual workshops to leverage technology. Foster a culture of knowledge sharing and mentorship through peer-to-peer learning. Track outcomes to identify successful strategies and areas for improvement. Explore partnerships with external organizations for cost-effective training options.