![]() Legally, there’s no hard and fast rule about learning and development remuneration obligations if an employee leaves. And then there’s the fact that your employer has invested in your skills, only for another company to benefit from them. So are employers entitled to recoup whatever losses they incur if an employee that has received training leaves?Īccording to research by the Center for American Progress, replacing a highly trained employee can cost 200% of that employee’s annual salary. While it’s difficult to quantify the exact amount an investment in learning and development can yield –there’s the cost of the training itself and the time spent away from your desk coupled with the value your training could add to the company’s future revenue - Udemy also found that 85% of HR leaders find training beneficial for organizational growth. The average training budget for large companies in 2021 was $17.5 million, while midsize companies allocated an average of $1.3 million, and small companies dedicated an average of $341,505.īroken down, this equates to $1,433 per learner on training in small companies with a workforce of 100 to 999 employees, $902 per learner in midsize companies with 1,000 to 9,999 employees and $722 per learner in large companies with staff numbers exceeding 10,000. Statista has identified that corporate training expenditure in the U.S. ![]()
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