Question

explain how you would justify to a group of sceptical line managers ,a high level of financial provision for training..

Answer 1

Easily applicable

No more wasted time for employees paging their way through a dusty manual. No more scattershot approaches to designing training courses. On-the-job training is specific and focused on the needs of employees. If an employee needs to access a specific training module, they can use just-in-time online learning to locate courses they have already completed on their devices.
Employees will also appreciate the ability to get to important information quickly without paging through PowerPoint slides or calling multiple people in the company for help.

It makes good (money) sense

Employee training is one of the most expensive parts of onboarding. HR Onboard found that the average cost of onboarding a new employee can reach up to $40,000. In technology industries, that cost can soar even higher. But here’s the catch: these price tags do not even mention the cost of training.
Training costs include training rooms, travel, catering, and materials. Even if you cram your disgruntled employees into the conference room at the end of the hall for a day of presenters, those presenters cost money, and you lose a day’s worth of work from your employees.
Yes, it’s true that most (all?) employees wouldn’t turn down the opportunity to attend an expensive training conference in an exotic local, but you can’t really be sure of what they are getting (other than a good tan). For employees, once the tan lines fade, they may be left with a gap in knowledge that could reflect poorly in the work.
In the end, on-the-job training makes more sense for protecting the bottom line through ongoing and always-accessible resources. It may make sense to create a combined approach, but even then, you’re still cutting overall costs of in-person training and travel.

Saves time

Time is a precious commodity for both employers and employees, and one of the best advantages of on-the-job training is that it delivers information when and where your employees need it most.
If your company is managing a large construction project that is under ever-changing codes and zoning laws, you can wrap that area in a geofence. Once employees pass into that area, a push notification lets them know if there are any changes they need to be aware of. This keeps you in compliance with the law, but it also shows employees that their time is valuable, too. No changes for the day? Then there’s no training needed.
A geofence can be set for as little as 250 feet, so it’s good for hospital or university complexes, too. This type of microlearning is an ultra-efficient and effective way to integrate on-the-job training into an employee’s day, making the best use of their time (and your resources).

Gives you flexibility

Your employees won’t need all of the information all of the time. They also won’t need it in the same format.
With many different types of eLearning tools available, you can choose the ones that make the best sense for you and your employees.

It’s social-ready

Co-workers may be the best source of on-the-job training support, a practice that can help build good employee relationships.
If microlearning, geofencing, and other eLearning methods are experienced together in a social learning environment, co-workers get an opportunity to support each other through tricky concepts or challenging procedures.