This question, or its corollary, “What will this training cost?”, is frequently considered when training is planned. This question is not, however, always the best one to address. For example, the least expensive training alternative is to do no training.
Unfortunately, some poorly run organizations use this approach, at least with some staff members.
A better question relates to “Is the training cost-effective?” This can only be answered by studying factors specific to the training situation. However, most training professionals agree that on-job training is best to teach physical skills such as operating a piece of equipment and the performance of a task such as following a standard recipe.
By contrast, group training is likely to be the best approach when several staff members must learn basic knowledge such as principles of guest relations or the basics of a new benefits package.
Improperly planned and delivered training will not be cost effective because the desired result (a staff member who can perform tasks meeting performance standards) is not likely to be attained.
It will be even less effective if it results in frustrated trainers and trainees who have not received the organizational support they require. This, in turn, can yield high employee turnover rates and/or disgruntled employees.