Checklist – before you seek training courses
There is a wide range of training courses for businesses, so even if you know roughly what you are looking for, it is a good idea to first answer a few short questions. The answers will help you decide what you want to get out of your training.
1. Where should the company be in 3–5 years?
Think about what the company needs in the future to compete and achieve its goals and vision. Is the focus on gaining new skills to do different things, to change how you work, or to highlight the knowledge and skills that already exist?
Tip: Use a company presentation as an aid if you do not already have your goals and vision written down.
2. What do my employees already know?
There are often skills that are not visible, so it is a good idea to check what your employees already know. This makes it easier to identify what skills are missing. Many training providers can tailor training to match your needs.
Tip: Use a skills profile to map an individual employee and a skills matrix to map multiple employees.
3. What fits into my planning?
Think about how much time a training course can take and when it best fits into your activities. Consider the needs of both the company and the employee. Today, online and on-demand training is available, creating flexibility.
Tip: Traditional training does not have to be the only solution. There are other development paths, such as allowing employees to train each other.
More about finding new development paths
4. How much can it cost?
Training always costs time and sometimes also money. But nowadays there is free training available in many areas. If more than one employee is to be trained, there is often the possibility of a discount, which is good to consider when procuring.
Tip: Under certain conditions, you can get a deduction for expenses you incur in connection with training.
Deductions for training at the Swedish Tax Agency (in Swedish)
Do you have employees on reduced working hours? If so, you may be able to claim expenses for skills development initiatives for employees on reduced working hours.
5. Are your employees involved and motivated?
Sending an unmotivated employee for training is costly even if you find cheap training. You should therefore focus on showing how the training is linked to the development of the company and the individual employee.
Tip: Having trouble structuring the performance review interview?
Summary
By thinking through the questions, you will hopefully have a clearer picture of the type of training you are looking for and how the knowledge can develop the company. You are now ready to begin your search for training.
More information on searching for training on the “Find the right training” page