It’s time to reimagine—and democratize—corporate training. In too many companies, training is seen either as C-suite perk or a reward to the internal department that makes the best pitch for the available dollars. There is a better way to view and implement corporate training; it should be return on investment (ROI)-focused and individualized.
Certainly, the training investment is happening. According to Bersin by Deloitte’s annual Corporate Learning Factbook, U.S. businesses spent 10 percent more on corporate training in 2015 than in 2014—good news on many fronts. First, it answers the desire of employers to hire and promote from within: if workers are training in company-supported programs, there is a greater sense of confidence the employees have the skills and knowledge necessary to move up and into new positions.