Training, learning, and development forms a significant part of an organisation’s budget and strategic plan; and selecting the right training provider can be a difficult task.

Poor training design, limited engagement, inadequate resources and lack of follow up are common frustrations, all leading to confusion, disengagement, inability to retain and apply learning or integrate it into the workplace.

Below are some essential items to consider when looking for a training provider who can deliver the best training and value:

1. 1. Reputation and Accreditation: Choose a provider with a solid reputation in the industry. Look for accreditations, certifications, or affiliations with reputable organizations that validate the quality of their programs.  B-BBEE compliance can provide a range of benefits for businesses, including improved access to various business opportunities, enhanced reputation, increased competitiveness, access to funding and tax benefits.

2. 2. Expert Facilitators: To ensure the best learning journey, it is essential to have skilled, passionate, knowledgeable facilitators who are matched to your business culture. They should have relevant industry experience and expertise in the subject matter they are teaching. They need to care about your needs, understand your objectives and align with your company values. 

3. 3. Delivery Format: Consider whether the training is delivered in-person, online, or through a hybrid model. Choose a format that suits your learning style, schedule, and location. Interactive elements such as group discussions, case studies, hands-on projects, and simulations can enhance your learning experience by applying theoretical concepts to real-world situations.

4. 4. Support: A good training provider should offer employee support services, including access to instructors for questions and clarification, as well as technical support for online courses. The support that learners receive during and even after their training can have a significant impact on their success. A solid structure of support and guidance can positively change the way a delegate feels about their training.  Check if the provider offers supplementary resources such as reading materials, online libraries, or access to relevant tools and software.

5. 5. Return on Investment (ROI): As an organisation how can you measure your return on investment? Does your training provider have some type of measurement process in place, and do they keep a record of your employees’ attendance? Ultimately, evaluate whether the training programme is likely to provide a positive return on your investment in terms of improved skills and productivity, career advancement, or personal growth. Compare the cost of the training programme with the value it offers. Consider factors such as the quality of instruction, course content, and post training support. 

We hope these tips were useful and will assist you in choosing the best training provider suited to your organisation’s training needs. One thing we have learnt is that only through thorough research and consideration of these factors, will organisations benefit from training that extends beyond the learning experience.

Take B-BBEE for example, for companies to get the most out of their B-BBEE scorecard, their Skills Development expenditure needs to be allocated correctly. To make this process easier, we have created a Skills Development (SD) Matrix to highlight the learning programmes that are recognized as SD expenditure. We have also included a list of the short courses, organised across the subcategories E, F & G.

You can download a copy of this Skills Development Matrix by completing the form below.