Questions to ask yourself

Your training needs

1. Have you worked out where there are skill gaps in your workforce? If you know where these skills gaps are, you can ask for training that will meet your specific needs, rather than an off-the-shelf course?
2. Can you describe what your employee needs to be able to do at the end of the course?
3. Are you after a qualification or a level of skill for a particular job?
4. How up-to-date is the employee's job description? Is it clear how it fits with the overall objectives of your business?
5. In what timescale do you want your employee to complete the training?
6. Have you considered what your employee is realistically capable of achieving?

You may find that you get a better result by describing the job your employees do and the skills gaps you have and then asking the provider what they can do for you? This sometimes works better than asking for a specific course.

Do you need advice on what courses or types of training will be most beneficial to your organisation?

Sector Skills Councils are building up a picture of the training that will best equip staff in particular sectors.

Further questions to help you identify what your training needs are and how to meet them are available on the Business Link website.

Support for employee in training?

1. What support will you or the employee's line manager provide for the employees who are training?
2. When you come to review your employee's progress, ask whether he or she is coping with the course. Is he or she attending every session? Are the learning objectives you identified being addressed?
3. When you offer mentoring or coaching, can you use your experience to demonstrate why the course is relevant to the business? Can you spend time observing and assessing the employee's developing skills? Can you provide contact with other recent trainees?
4. Will you offer financial support, for example with course fees, the cost of materials or transport?