When companies need to cut corners, one of the first things executives slash is the training budget. When that happens, it's time for HR to get creative.
Start by determining which training is must-have and which is nice-to-have. Must-have training is that which is mandated by federal, state, and/or industry regulations, such as sexual harassment or safety. Other must-have training can include training that is not legally mandated, but is beneficial in preventing or defending against legal claims.
To assess the importance of continuing to provide training programs that aren't mandatory, consider:
- the risks of not providing the program;
- how quickly the skill set being taught will become dated;
- how essential the program is to the company's success; and
- the impact on employee morale and retention.
You can use these same factors to determine whether there is a training program that the company shou...(register to read more)