To Invest or Not to Invest: That is the Question

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To Invest or Not to Invest: That is the Question

Simon Wallace | 16th September 2014

To invest or not to invest, now that is the question often left without action in many organisations, especially where the question involves training and development!

Why do learning organisations invest in their people but many other organisations struggle to embrace the Human Resource function’s determination to gain, train and retain?

Training and development requests are often rejected because the business case for the investment is not clear and not because the organisation does want to invest.

To convince the CEO to invest in training the HRD need to answer the CEO’s thinking, namely what impact will this investment have on the organisation’s:

  1. Strategy
  2. Profitability
  3. Sustainability

That means that the HRD must support their training and development requests with a business case that demonstrates an understanding of the organisation’s strategic direction; identifies those positions in the organisation’s structure that will make or break the realisation of this strategy and identifies the skill gaps that must be trained first to improve performance of this strategic workforce using effective Training Needs Analysis practice.

In my experience the answer to this effectively framed request for training and development will be invest, without further question!

Training and development investment can help your organisation grow.

How do you respond to requests for training and development?

About the Author

Simon Wallace is founder of The Whole Thing Group and passionate about performance improvement. Creative entrepreneur and trusted advisor to some great companies that are achieving great things.

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