Steven@[EMAIL PROTECTED]
writes:
> After working on this a little, I think there are a couple of reasons
> trainings are bought and sold. 1) Employer buys training to make
> workforce more efficient. 2) Employee buys training to make himself
> more hirable. 3) Employer laying off worker buys training for worker
> to help. 4) Government buys training to help employ the unemployed.
> 5) Association buys training for members. 6) Employer / Governement
> buys training because they are required to staff personnel with that
> specific kind of training.
Another possibility - possibly insignificant - employer buys recognized
training to keep jobs with them attractive to prospective and current
employees. After all, I'm more likely to take a job and stay at the job
if I keep being handed things that help me build my career. If I don't
think a job's not going to advance my career, I may well start looking
elsewhere for one that would. (For instance, with computer system
administration, an employer who put me on official CISCO courses / exams
might be attracive. CISCO made the interesting move of giving discounts
to customers who employ people who completed CISCO's fanciest course.)
I also wonder if sometimes training is offered to attract employees who
are basically clever and able and well-rounded but lack specific
experience in the career they're switching to - perhaps there are some
bargains to be had for employers there. HR people concentrate often
enough on what someone can do now, instead of what they could do in six
months, that for an employer I'm really attracted to I will sometimes
even have them tell me some specific new thing to learn to be grilled on
in interview so they can see that I really can still learn new relevant
things, well and fast. So, certainly, offers of on-the-job training are
attractive to me as a potential employee where I have broad aptitude and
am willing to look outside what I'm already experienced in - which would
make a much wider pool of useful applicants open to the employers who
were willing to train flexible people.
I'm just throwing related ideas out here. I don't for a moment imagine
either will be very useful to you, I'm afraid! Scott already seems to be
covering things fairly well. Though, I might add that you might want to
look at the more popular business-related software - accounting, ERP,
business intelligence, etc. - things you start finding in larger
enterprises - to see how much market there is in training on those.
Mark
|
