Choosing the Right Training Approach: Key Considerations
First, it's essential to think about value, not just features when selecting a training programme. There are two main options, each suitable for different needs:

1. Off-the-Shelf (Generic) Training Programmes — Designed to address common skill gaps across a range of employees, based on general trends in development needs. They are best when the learning objectives are broad, or you need to train a large group on standard competencies. In these programmes, the content and delivery remain mostly unchanged, often linked to performance appraisals and broader business goals. A key consideration when choosing these programmes are the organisation's ability to identify employees with similar development needs.

2. Customised (Tailor-Made) Training Programmes — These programmes are created to address specific performance challenges faced by a subset of employees that are hindering them from achieving company goals. They are best for targeted improvement of on-the-job performance, taking a systems-wide approach that integrates training with other performance management elements. These programmes typically involve higher upfront investment, as they are designed for smaller groups and may not be easily replicated.

Factors for Training Managers to Consider

Understanding your team's training needs means balancing several factors related to your organisation, decision-makers, and yourself as the training manager:

• Organisational Support — What resources (financial, time, etc.) are you offered? Do you have strong backing from executives, peers, and those you're training?

• Business Requirements — How complex are the challenges you're trying to solve? Is quick approval from business sponsors likely for a customised solution?

• Your Characteristics — Are you highly motivated, knowledgeable about current training offerings and proactive in seeking out information about the business needs the training should address? Strong skills in investigating issues, problem-solving, decision-making and consensus-building are essential.

In-House or Outsource? Factors to Consider

A company requires training on a variety of topics—some managerial and others technical. These training areas are likely to change over time as the organisation’s business evolves. It's cost-prohibitive to maintain a full roster of specialised trainers in-house, especially when certain training needs are less frequent. Pulling internal subject matter experts away from their core duties to train others also disrupts productivity. That's why many companies turn to outsourcing for some or all of their training needs.

Benefits of Outsourcing Training

• Cost Savings — Avoid the expense of training infrastructure (classrooms, equipment, etc.) and the overhead of a full-time training staff.

• Access to Expertise — Tap into the latest training methods, content and specialised knowledge without having to develop it in-house.

• Flexibility — Scale your training efforts up or down as needed and easily access trainers for niche topics.

• Focus on Core Business — Free up internal staff to focus on their primary roles and responsibilities instead of creating and delivering training programs.

When Does In-House Training Make Sense?

• Frequent, Ongoing Needs — If you have consistent training needs for a large group of employees in core skill areas, an in-house approach may provide long-term cost benefits.

Reasons for Choosing Outsourcing vs. In-House Training Programmes —