How do employees pay for and get access to external training?  Do you use a vendor to support the process?  What are the highlights of your practice in this area?

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Interim Human Resources Director UK USA & Asia in Finance (non-banking), 1,001 - 5,000 employees
We have various training firms on our PSL however if an individual wanted to attend a training that would benefit their role then we go through approval process along with justification
VP Talent, Learning & Organisational Development in Manufacturing, 10,001+ employees
It depends what you mean:  a full fledge MBA versus a 2 day training course. On the former, the external training has to be part of the individual development plan and agreed with the manager. We tend to prefer to use schools/institutions known to the company so there can be some alumni referencing happening. In any case it is the manager who has to approve, HR can give some input but it is between the manager (budget...) and the employee. For expensive trainings we will make an addendum to the contract on payback clauses in case of departure. For the latter, this won't be the case. 
Talent Acquisition Head in IT Services, 51 - 200 employees
When hiring external training vendors, it's essential to consider several key factors for a successful partnership. First, define your training needs and objectives clearly. Research the vendor's reputation, track record, and expertise in the relevant subject matter. Ensure the training content aligns with your goals and is customizable to your organization's unique requirements.

Evaluate delivery methods, engagement levels, and cost estimates, keeping your budget in mind. Check for compliance with industry standards and relevant regulations. Assess post-training support and follow-up options and ask for references and case studies to gauge their effectiveness.

Create a comprehensive contract that outlines expectations, metrics, and dispute resolution procedures. Consider cultural fit and communication compatibility, and establish an exit strategy if things don't go as planned. Ensure legal and ethical compliance, particularly regarding data security and privacy.

Lastly, prioritize feedback and continuous improvement. Regularly assess the training program's impact and encourage employee input for enhancements. By considering these factors, you can make an informed decision when selecting an external training vendor that best serves your organization's needs and goals.
Director, Learning & Organizational Development in Government, 10,001+ employees
We have a strong internal professional development program that includes access to on demand online courses and resources. If an employee is looking for something outside of those resources they can leverage our tuition assistance program, which reimburses eligible expenses for professional development opportunities like degree and certificate programs, professional licenses and exams, professional association membership, external training courses, etc. Most employees have access to a benefit of up to $10,000 in reimbursement annually. Additionally, we have a University Partnership Program which includes access to over 20 universities with reduced tuition benefits for degree and certificate programs. The reduced tuition benefit ranges between 10 to 25%, with some extending benefits to family members or covering books. The tuition assistance program and UPP can be used together as well, maximizing the benefit to employees.

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