Investing in corporate training

I was exposed to the corporate training industry for over ten years when I joined iLeap Consulting in 2013 as a management consultant. I worked with nearly a hundred local and international firms, designing and delivering programs to help them achieve their specific goals. To stay relevant in this industry, I always had to learn new content and stay informed about industry changes and management trends. However, the most rewarding aspect is the opportunity to positively impact my professional trainees by witnessing their progress.

Corporate training programs equip employees with the skills, knowledge, and abilities required to perform their respective roles. These programs can encompass various topics, from technical skills to leadership and soft skills development. By providing employees with relevant training, companies ensure that their workforce remains up-to-date with industry best practices and technologies. Investing in employee development through training programs also demonstrates a commitment to organizational growth and employee career advancement. This will in turn promote a sense of loyalty and commitment among employees because if workers recognize that their companies invest in their future, they are more plausibly to be motivated and engaged.

However, not all organizations prioritize or invest in these programs equally. One major factor contributing to the lack of corporate training investment is cost. I observed that many organizations, notably smaller businesses or startups with limited budgets, may perceive training programs as expensive. The expenses linked to hiring facilitators, developing content, and providing time off for employees to participate can be substantial. Organizations may opt to allocate their resources elsewhere or seek less costly alternatives.

Another reason for the hesitation to invest in corporate training is the perceived need for immediate return on investment. Although training investment return can be calculated, some organizations hesitate to dedicate resources to training programs, as they may take time to show tangible results. This mindset can lead to short-term thinking, where the immediate costs of training

are prioritized over the long-term benefits, such as increased employee productivity and reduced turnover. Organizations may overlook that well-trained employees positively contribute to the company’s success over time.

Lastly, a lack of awareness reGARDING THE POTENTIAL BENEfiTS OF corporate training can also deter some organizations from investing in it. Smaller businesses, in particular, may have a different level of exposure or access to resources than larger corporations do and, as a result, may be unaware of the positive impact that training can have on employee retention, performance, and competitiveness. Education and outreach about the long-term advantages of corporate training could help bridge this knowledge gap.

Companies prioritizing corporate training tend to have a competitive edge in their industry. A well-trained workforce can deliver high-quality products and services, setting an organization apart from its competitors. I recall an HR manager sharing that their commitment to employee development was an attractive selling point to potential customers and partners. Another HR executive shared that investing IN CORPORATE TRAINING SIGNIfiCANTLY reduces turnover rates, which lowers recruitment costs and ensures that valuable institutional knowledge remains within the organization.

Well-trained employees tend to be more effective and effiCIENT IN THEIR ROLES. CORPORATE training helps employees stay updated with the latest tools and techniques, enabling them to complete tasks more quickly and accurately. This increased productivity directly benefits the organization’s bottom line since it often encourages logical reasoning and problem-solving skills. When employees can learn and practice these skills, they BECOME MORE ADEPT AT fiNDING innovative solutions to complex CHALLENGES, BENEfiTING THE ORGAnization’s ability to compete and innovate.

Jyro B. Triviño is currently a Doctor of Philosophy in Business candidate from De La Salle University Manila while serving as an Assistant Professor IV at Ateneo de Manila University’s Department of Leadership and Strategy. He earned his Master’s in Business Administration degree from Ateneo de Manila University in 2010, and his research interests are aligned with customer experience and humanistic management.