Do You Need Your Boss to Pay for Your Training?

Do You Need Your Boss to Pay for Your Training?

 

I’ve had a few people talk to me this week about the cost of training and the role the employer plays (or perhaps doesn’t) in funding training.

When I first started working in VET & workplace training, it was common for employers to pay for management related training for their managers, team leaders and supervisors. In fact for a number of years I worked with many cohorts from many different companies completing the Frontline Management Program and graduating with the Certificate III, IV or the Diploma of Frontline Management.

Over the last few years I have seen this demand from employers wane and, while there are many factors that contribute to the decision not to fund training, the cold, hard facts are that companies, in the main, no longer fund management related training (at the VET level) that results in whole qualifications such as the Diploma of Human Resources Management or the Diploma of Project Management. So, while they may fund specific skills training, it seems to be almost impossible to get funding for an entire qualification – at least at the levels I’ve seen in the past!

Yet, despite this trend, I still talk to many people who have identified (together with their line manager) a qualification as important for their professional development (and presumably their job performance) over the coming year.

It seems that all parties acknowledge the value of the training and employers support it but, they won’t pay for it – well not upfront anyway.

If you are in this boat then why not try some alternative approaches to encourage funding?

Here are 5 Alternative Approaches You Can Try to Encourage Funding From Your Boss

1. Pay on Completion

One option that seems to work well is to negotiate a pay on completion arrangement.  We have a number of students at CAL who are funding their own study but have an agreement with their employer where, once they’ve completed  the study and presumably, bring their new skills and knowledge to the workplace , their employer will refund them the cost of the training.

2. Link Skill Specific Training to Your Preferred Qualification

Another variation on this is where the employer identifies a specific skill set developed and are prepared to pay for that then, rather than complete a short course that could cost four to five hundred dollars, you make sure the required skill set forms part of your qualification (it might be an elective unit for example) and then have your employer pay for that portion of the qualification.

Not a total solution but, it could reduce the cost of your Diploma by up to one quarter so it’s certainly worthwhile!

3. Use the Money Set Aside for Short Courses

Talking of short courses, these days a qualification, such as the Diploma HRM, is roughly equivalent in cost to taking four or five short courses. The highly competitive training market has seen the cost of a Diploma drop dramatically and you can now enrol in a first class Diploma program with a well-respected RTO for around two thousand dollars.

You could even negotiate with your employer for quarterly payments based on successful performance to date.

4. Make Sure It’s In Your Performance Plan

The first and most important step in convincing your employer to fund your training is to make sure it’s in your performance plan. From there you just have to find a way to make it easy for your employer. So think outside the square and negotiate!

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