Seu chefe está hesitante em investir em seu treinamento. Como você enfrentará esse desafio em RH?

I am reminded of a story. The CFO asked the CEO “you are spending on so much on training of employees. What if they leave ?”. The CEO replied “what if we don’t train them and they don’t leave ?”

1. Present a Business Case: Demonstrate how the training aligns with company goals and can lead to measurable improvements in performance. 2. Show ROI: Provide data or examples of how similar investments in training have benefited other companies or teams. 3. Highlight Skill Gaps: Explain how the training will address specific skill gaps and enhance team productivity. 4. Propose a Pilot Program: Suggest starting with a smaller, low-cost training program to prove its effectiveness. 5. Offer Alternatives: Explore less expensive or in-house training options that still meet your developmental needs.

To convince the boss any of followings can be done depending on the situations: - Demonstrate Value: Highlight how training will enhance performance and productivity. - Show ROI: Present data or case studies on the benefits of similar training. - Share Success Stories: Provide examples of how training has positively impacted other organizations. - Address Concerns: Understand and address specific hesitations your boss has. - Offer Flexibility: Propose various training options (e.g., online, part-time) to minimize disruption. - Highlight Employee Feedback: Share employee requests or enthusiasm for the training. - Propose a Pilot: Suggest a smaller-scale trial to demonstrate effectiveness.

I'd approach my boss with a clear plan showing how the training directly benefits our team and company goals. For example, I’d highlight how upskilling in talent management could reduce turnover rates, saving costs in the long run. I'd also offer to share key takeaways with the team, ensuring the investment benefits everyone. By aligning the training with business objectives, I’d make a strong case for its value, turning hesitation into support.

Present industry benchmarks, case studies, or internal data that demonstrate the impact of training on business performance. Use metrics like productivity improvements, employee engagement, or retention rates. Show how competitors are using training to gain an edge. Explain that staying competitive in the industry requires continuous learning and development.

Um treinamento ou programa de treinamento deve estar baseado em uma demanda organizacional, seja estrutural, ou específica. O ideal é alinhar a proposta a partir dos objetivos estratégicos, ou as demandas geradas pelos próprios líderes da organização. A partir daí é possível construir um caso ou proposta de treinamentos.

Suggest starting with a limited training program to prove its effectiveness. This low-risk approach allows you to demonstrate results before asking for a larger investment. Measure the outcomes of the pilot program and report back to your boss, showing the tangible benefits gained from even a modest investment.

Uma alternativa que viabilizar um programa é a ampliação do alcance do projeto - incluindo mais colaboradores no processo de aprendizagem (situação que se tornou viável a partir do e-Leraning). Buscar coinvestimentos internos ou externos (patrocínios de fornecedores e parceiros, por exemplo). Dependendo da estrutura da organização os programas podem ser oferecidos na forma de uma Universidade ou Academia Corporativa, ampliando a oferta para o mercado e capitalizando os programas - que podem ser oferecidos para clientes, fornecedores e até concorrentes não diretos ou diretos em processos como Join Ventures, por exemplo).

Na minha experiência, o ideal é apresentar indicadores de ROI bastante coerentes e que comprovem a efetividade do treinamento para os resultados da empresa. Vincular o sucesso de um programa a resultados subjetivos não ajuda em nada o processo de aprovação de um treinamento.

Present budget-friendly options like online courses, microlearning tools, or peer-to-peer training. Show that training doesn’t always require a large financial commitment. Suggest leveraging internal resources for training, such as using experienced employees as trainers or tapping into free online resources. This can show your boss that you’re being resourceful with the company’s budget.

I will go with the opinion of presenting the overall positive impact of the training. Show the outcome of it, the positivity, the benefits, and present the ROI in such a way that its overall weightage should be on the overall performance of the organization. I would also opine that training is one of the motivational factors for the employees; the more the employee is motivated, the more efficient he will be, and we as professionals know that that productivity is the key to improving a business.

Explain that investing in employee development reduces turnover by increasing job satisfaction and engagement. Replacing employees is far more costly than investing in their growth. Use employee feedback or surveys that indicate a strong desire for learning opportunities. A lack of training could lead to disengagement or attrition, which can negatively impact the organization.

Acompanhar, avaliar, corrigir, retroalimentar... caminho inevitável para garantir o sucesso de um investimento em treinamento e principalmente a continuidade dos investimentos na área.

Explain that training helps employees stay ahead of industry trends and ensures the company has a workforce capable of meeting future challenges. Show that a well-trained team can improve customer satisfaction, increase innovation, and position the company as a leader in the market.