Australian companies spend $5 billion on training for their employees every year – yet national experts say that less than 20 per cent of this spend provides real benefits for the business.
Not so, according to our last Beilby Rewards survey, where more than 97 per cent of respondents said they believed the training they received at work was quite relevant.
As training budgets across the country dwindle, more organisations are focusing on what corporate benefits they can wring from their training resources. Greater accountability is expected from training departments. Our survey showed that 88 per cent of training is funded by employers, so of course they expect to see results!
The push for a quantifable return is also driving the content of training courses. This trend is directly reflected in our survey where only 18 per cent of respondents said they received personal development while most training was focused on specific skills or technology.
In Australia, recent statistics have demonstrated that larger employers are more likely than smaller employers to provide structured training for their staff. The most recent figures (2001/02) indicate that 98 per cent of employers with 100 or more employees provide structured training, compared with 70 per cent of medium sized employers (20-99 employees) and 39 per cent of small employers (less than 20 employees).
Developing and designing a training program for employees is not an easy task, particularly as more than 77 per cent of Rewards members say they are expected to undergo regular training as part of their job. As well as keeping up with occupational trends, training departments also have to address strategic issues such as:
Training is essential for organisations to continue building the skill and knowledge resources of their employees. It can also help to reinforce good work practices, and to change workplace behaviour – and that’s where a well planned training program can be an excellent corporate investment.