“It is always the first thing to be cut.” How often have you heard that? HR professionals seem to universally agree that, whenever times are tough or things get difficult, training is the first casualty in a war to reduce costs. Yet management would not be so willing to eliminate training if they knew it provided a worthwhile return on investment.
So why don’t they know?
It is time for the HR profession to stop passively accepting this management mind set as “a fact of life”; consider the unthinkable and ask whether this might actually be their fault. If nothing else, moving beyond the “unfeeling management doesn’t understand” rationalisation for things should be a catalyst for progress. After all, if management holds the power and is focused exclusively on the bottom line, the way to prevent reflex training cuts is to convince them such cuts negatively impact their results.