Training is a significant expense in any care business. It’s also one that you can’t avoid if you want to remain competitive with the expectations of customers and compliant with the expectations of commissioning bodies and the CQC.
On the other hand, effective cost control is a feature in any well-run business. And there’s no reason why training should escape the microscope. You don’t want to pay more to achieve your training objectives than you need to.
Where training differs from many other cost lines is that it’s harder to make like-for-like comparisons. If you can find medical supplies, for example, that meet the same specification for a cheaper price, there’s generally no risk in switching supplier – so long as the new supplier can deliver a like for like product as reliably as your old one.
Care training offers many choices in terms of delivery method and provider. The cost of training on many aspects of care delivery and skills can vary significantly – but so can the effectiveness. The question to ask is always: am I getting like for like in terms of quality of learning and transfer of knowledge to my staff to help somebody work more safely, competently or independently? If it doesn’t achieve any of these, then what looks like a good price on paper may deliver value poor in terms of skills development.
Your Team Will Know the Difference
Individuals know the difference between high-quality training that develops their knowledge and capabilities, and simple tick-box exercises. Investing in high-quality training breeds commitment, motivation and loyalty. These all have knock-on effects on efficiency, absence and recruitment costs. Suddenly, the cheap training option looks like less of a bargain. This is all part of the wider cost-benefit analysis of different training options.
Are there ways to manage the cost of training without impacting on quality? Redcrier offers many courses as either face-to-face, distance or e-learning modules to suit individual needs and budgets. There are also opportunities to leverage the knowledge within your organisation, perhaps using the distance learning or Mentors and Tutors courses as a vehicle for people to pass on some of their practical knowledge and experience.
Whichever route you choose it’s vital to keep in mind the value that high-quality training brings. The first step, before you start to consider different formats, is to consider the competence and reputation of the training provider. You then have a much safer basis on which to build a cost-effective training plan with a variety of delivery options.
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