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 covers topics mandated by federal, state or industry regulations. Examples include mosttraining and—in many states—training on how to prevent sexual harassment.
Other must-have offerings might include training and development 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. Will untrained employees cause safety hazards, legal liability or regulatory compliance problems?
- How quickly the skill set being taught will become dated. Especially in technology-intensive industries, is ...(register to read more)
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