As this year draws to a close, it’s a smart time to determine if your current budget helps your company meet its training objectives.
Here’s a quick checklist to help you start to build your budget.
Explore what’s happening now
Even in companies with the best of intentions, language training becomes decentralised to meet particular employee, department, or customer needs. Are employees investing in language training on their own, or are managers expensing the cost from non-training budgets?
Start by asking key stakeholders and managers about their actual language requirements. Follow that up with this free online assessment to learn effective language training approaches that can make a positive difference for your company.
Establish who your learners are
After talking with stakeholders and managers, and taking the assessment, you’ll have a fresh overall view of your company’s needs. The next step is to consider a learning policy that requires individual and organisational commitment. Budget effectiveness is affected by the level of commitment both parties contribute toward language training success.
Evaluate your options
Once learners and managers agree on their shared goals, and the commitment that requires, the size and scope of your language training programme becomes more clear. One advantage of an e-Learning language programme is that companies can easily assign and reassign licences to maximise their return on training investment.
How flexible are the language training vendors you are considering? Are their solutions useful for now, but less likely to stand up over time? Do in-person classes offer your learners enough flexibility compared to an e-Learning solution that employees can access anytime, anywhere? And does a vendor’s solution provide tools for training administrators to easily monitor employee progress and learning outcomes?
Given how accustomed we are to having important information at our fingertips in real time, access to solid reporting functions should be part of any language training solution. After all, you’ll want to be able to demonstrate that the language training you budgeted for was a success.
Envision training tied to company goals
Standard practice for many companies is to allocate training resources on a per employee basis. As you look out over the next year, how many employees will need language training in order to advance your company’s strategic goals, including improving customer service, preparing to enter new markets, and providing meaningful expat support?
Scheduling training is always challenging given employees daily work commitments. How many hours can learners dedicate to language training during the work day? One benefit e-Learning delivers is that employees can access training whenever and wherever it is convenient.
As you assess your language training needs, and budget for them, one more question is always worth asking: What is the cost of not providing training? When you consider the competitive advantage that language skills provide, doing without is too high a price to pay.
Look for our next post soon when we’ll take a look at training ROI.
Don’t forget: our experts can assist you with developing needs assessment surveys and have plenty of expertise when it comes to helping you deploy and manage new training programmes.
Articles for further reading: