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First - A skills analysis must be undertaken of the worker group concerned.
Then, identify key skills that appear to be missing, or at a low level within the workforce group.
Working in priority sequence identify exactly what training is require to upskill the workforce group . i.e is it a workshop, is it on the job, is it both?
Once you have identified these factors you must work out how long each training session will be needed to bring the the workforce up to the required level. it may be an hour per 10 people - may have 100 people needing upskilling then its 10 hours to cover everyone.
Identify the cost of wages per hour for the groups 10 groups multiplied by hourly rate - add in the cost of the trainer and the resource's if any needed to do the course. You need to check also if every-time you take 10 people for a training session who will, if anyone be needed to cover the persons job. This has to be added in to the cost. - repeat this for every skills shortage. You then have the cost to the company - you can then advice management what the benefits are financially to the business buy upskilling the workforce for each underperformance. This is the business case. Management can then agree what is to be covered - what time span and allocate money for the training. Remember a training budget is normally the last thing on any-ones mind and frequently comes lower then the cost of the Christmas party - until issues arise. Training is a 360 event train, do, assess, train. This is a Quality management system to improvement.
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