Get the most out of your training budget with these 6 tips!

Many HR professionals struggle with the question: how do you create a future-proof learning culture without a large training budget? In this blog, you'll read how to make smart choices that contribute to talent growth, motivation and retention even with limited resources.

Why investing in learning remains important

Development opportunities are now as important to many employees as salary. At the same time, work is changing rapidly due to technology, legislation and customer needs. If you don't commit to up- and reskilling, you run the risk of falling behind.
At the same time, training budgets are often under pressure. HR has to make choices and use resources smartly. That requires creativity, focus and strategic thinking. Here are 6 tips to help you do just that:

1. Start with what is already there
   A common miss: immediately purchasing expensive external training when you already have in-house knowledge and formats. First look at what is already there:
   - Are there colleagues with expertise who can train internally?
   - Are there previous learning courses, onboarding modules or e-learnings available?
   - Are there free or low-cost webinars, podcasts or knowledge sessions you can leverage?
   With a smart inventory, you can often get started quickly, at no additional cost.
2. Go for blended learning
   Blended learning, the combination of online and offline learning, is not only effective but also budget-friendly. By making online learning components available, employees can work independently in their own time. Live sessions (digital or physical) can then be used for depth and interaction.
   A platform like SkillsTown offers many opportunities here: with microlearnings, webinars and e-learning modules on a variety of topics, developed specifically for working people. Scalable and therefore cost-effective!
3. Commit to learning culture, not just individual training sessions
   Development does not always have to take the form of formal training. In many organizations, the power lies precisely in fostering a learning culture. Consider:
   - Regular learning intervisions or knowledge circles
   - Sharing "what did you learn this week?" in team meetings
   - Training managers to encourage learning in their team
   When learning becomes normal, you need less costly training. It is then woven into everyday work.
4. Work with learning lines by function
   With a small budget, you can't do everything for everyone. Therefore, focus. Which functions or teams are critical to your strategy? Where do you see the greatest development need?
   Then develop one focused learning line per target group, for example for team leaders, customer service or technicians. To do this, use a combination of existing modules and customization. Smartly focusing on a few groups often delivers more than fragmented separate actions.
5. Measure what works and dare to scrap
   Not every training or module has the same impact. Yet many organizations remain loyal to programs that "we've always done. By measuring smartly (think of learning data, feedback, progress reports) you discover what really has an effect.
   Use these insights to make your offerings sharper and more effective. Anything that does not add value can go. That way you keep your budget for what works well.
6. Involve your employees in learning policies
   Who says you as HR have to think of everything on your own? Actively ask employees what they need. What do they want to learn? What are they up against? And how do they prefer to learn?
   By involving employees, you not only increase the relevance of your offerings, you also increase ownership. Moreover, you discover more quickly which (affordable) solutions fit the practice.

Small budget, big impact

A limited training budget need not impede growth. Above all, it requires different choices: smarter, more strategic and closer to practice. By looking closely at existing resources, blended learning solutions and learning culture, you can achieve more with fewer resources.
At SkillsTown, we believe that learning is possible for any organization. Even if the budget is not unlimited. Whether you choose existing modules, co-creation or customization: we like to think along with you about an approach that fits your ambitions and resources.
Wondering what is possible with your budget? Contact us for an informal meeting with one of our learning consultants.