Last updated on Jul 21, 2024

Your preferred training program isn't supported by HR. How will you navigate this roadblock?

Discovering that Human Resources (HR) doesn't support your choice of training program can be a significant setback. However, it's a common scenario in the world of Training and Development. The challenge lies in navigating this roadblock effectively. As you face this situation, it's essential to understand the various steps you can take to either win support for your preferred program or find a suitable alternative that aligns with both your goals and HR's requirements.

1 Understand HR's Position

When HR doesn't back your preferred training program, your first move should be to seek clarity. Engage with HR representatives to understand their concerns or reasons for not supporting the program. It could be due to budget constraints, misalignment with company objectives, or a lack of evidence regarding the program's effectiveness. A thorough understanding of HR's perspective is crucial for addressing their concerns and revising your proposal or finding a compromise.

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Ronald Andrade

Work Coach: Experienced Private and Public Sector professional with a range of transferrable skills and career development success
Get some feedback as to why this is the case Are there cost restrictions? Does the programme cover all the criteria? Are there time/travel restrictions if training is being delivered in person? Is there resistance from employees because of prior communication they've received? Do you have a plan B?
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2 Propose Alternatives

If your initial choice is off the table, it's time to be flexible. Research alternative training programs that might meet HR's criteria while still fulfilling your developmental needs. Look for programs that offer similar benefits or learning outcomes. When proposing these alternatives, highlight how they align with organizational goals and potentially offer a better return on investment than your original choice.

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3 Build Your Case

To persuade HR, you need a compelling case. Gather evidence of the training program's success, such as case studies or testimonials from other organizations. Show how the program can address specific skills gaps and contribute to the company's strategic objectives. Your argument should be data-driven, focusing on potential ROI and improvements in performance metrics that the training could bring about.

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Marc Prager

Sr. Director, Talent Development at LinkedIn | AI-Driven L&D Strategist | Leadership Coach | Innovating Talent Solutions for Global Teams
Your preferred training program isn't supported by HR? Don't throw in the towel just yet. I've faced this roadblock before. Start by understanding their concerns – is it budget, relevance, or implementation issues? Once you know the 'why', you can address it head-on. Gather data showcasing the program's success in similar organizations. Consider proposing a scaled-down pilot to prove its value. If there's still resistance, look for alternative ways to achieve the same learning outcomes. Can you blend elements of your preferred program into existing initiatives? Remember, sometimes innovation comes from constraints. Stay flexible, and focus on the end goal: enhancing skills and performance.
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4 Leverage Supporters

You don't have to navigate this roadblock alone. If colleagues or department heads also see the value in your preferred training program, their support can add weight to your proposal. Collect endorsements from team members who will benefit from the training, and if possible, from influential stakeholders within the organization. A collective voice can be more persuasive than a single advocate.

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5 Pilot Programs

One way to alleviate HR's concerns is to suggest a pilot program. A smaller-scale implementation can demonstrate the training's effectiveness and potential benefits without requiring a significant initial investment. It also provides an opportunity to collect data and feedback that can be used to make a stronger case for a full-scale rollout.

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6 Continuous Dialogue

Maintaining an open line of communication with HR is essential throughout this process. Be proactive in seeking feedback and willing to make adjustments to your proposals based on their input. This collaborative approach not only helps in finding a middle ground but also fosters a positive relationship with HR, which can be beneficial for future training endeavors.

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Ruqya Khan

2022 Gold Award - Wellness Coach at Global Coach Awards | S.M.I.L.E.™ Strategist 😊 | I help leaders get from stuck to unstuck using NLP, Individual-Group Coaching, Corporate Training & Facilitation
A trainer can have his or her preference but the last word is of the client. Having said that it’s best that you assess the gaps and needs at the organisation. Align closely with the outcome expectations of the HR. Offer a taster session for a smaller group, mark the impact of the sessions using feedback forms and progress accordingly.
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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Your preferred training program isn't supported by HR. How will you navigate this roadblock?

1

2

3

4

5

6

7

1 Understand HR's Position

2 Propose Alternatives

3 Build Your Case

4 Leverage Supporters

5 Pilot Programs

6 Continuous Dialogue

7 Here’s what else to consider

Training & Development

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Your preferred training program isn't supported by HR. How will you navigate this roadblock?

1

2

3

4

5

6

7

1 Understand HR's Position

2 Propose Alternatives

3 Build Your Case

4 Leverage Supporters

5 Pilot Programs

6 Continuous Dialogue

7 Here’s what else to consider

Training & Development

Rate this article

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