Nevertheless, training and development programs can prove to be too much of a strain on a company budget sometimes. There are, fortunately, steps that can be taken in order to make such programs more cost effective. Small steps can be taken in order to reduce costs. Instructors could be received at the company, for instance, which would be more effective than sending several employees to a workshop. Previous studies have also identified two general systems that allow for training, but do not constitute a great financial burden.
Online Learning
This can form an interesting alternative to traditional face-to-face, instructor based and classroom learning. A benefit to learning that is based on online programs is that it comes in many formats. Several websites offer online courses, teaching a variety of skills or offering an effective overview on a certain subject. Coursera is one such example. These could be beneficial, provided that they offer the right courses, in that the company would not have to devote time or money into the creation of such a program. Setting aside time in which employees could participate in such programs would be the main concern. Employees might also be allowed to learn on their own time with different approaches in this manner. This could make the learning experience even more effective.
There are further ways to reduce the costs for more traditional training programs through an involvement of web-based tools. Seminars could still be offered to employees. Programs such as Skype would render that possible. This would be a way to create cheaper versions of workshops or seminars. At the very least, it would prevent a company from having to incur travel costs.
Employee-Based Learning
When a company needs to provide some employees with a new skill or certain knowledge, it could be more cost effective to see whether those skills or that information is already present within the organization. Other employees may already possess them. Employee assistance programs could therefore be a beneficial approach to developing cost-effective training programs. This is particularly true for situations when web-based learning would not be effective enough, in the teaching of more practical skills, for instance.Employees could be encouraged, under the right guidance and supervision, to support one another in their daily responsibilities, applying different knowledge in order to facilitate a gradual learning process. Mentorship could be made use of in a similar manner.
Such an approach could also form an alternative to seminars or lectures for employees. Certain employees with the relevant knowledge or background should perhaps be asked to take on more of a teaching role with their peers. Perhaps even through regularly scheduled sessions or conversations. The main concern for the organization or company would then be to facilitate time in order for employees to have the time to support one another. Another benefit to such an approach would be that employees in an organization are likely to understand its needs better, than an external instructor would.
Overall, the world is full of alternatives. Organizations and companies,which may be struggling to implement an effective training and development program, should remember that there are several innovative options to explore.
Barbara Haenen
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