As such, there is no specific format for preparing an IN-HOUSE TRAINING BUDGET. The training budget needs to be allotted by your CEO or MD from the operational expenses. This must be deducted from the turnover.
First, you need to carry out a Training Needs Analysis (TNA) to identify the TRAINING MODULES and NUMBER OF EMPLOYEES REQUIRED TO UNDERGO TRAINING.
Based on the TNA, prepare a list of training modules (FUNCTIONAL & TECHNICAL) to be delivered to your employees.
Map your organization's training requirements with your EMPLOYEES' COMPETENCIES AND CLIENT REQUIREMENTS.
For TECHNICAL TRAININGS, you may have to identify the TRAINING VENDOR and NEGOTIATE THE PRICE PER EMPLOYEE.
For FUNCTIONAL MODULES like SOFT SKILLS & BEHAVIORAL SKILLS, you may talk to LOCAL/INTERNATIONAL FREELANCE TRAINERS or TRAINING VENDORS offering such training and get their best quote for a group of employees - one or two-day training session. For an International freelance trainer, include their TRAVEL EXPENSES (AIR FARE), HOTEL EXPENSES & VISA EXPENSES in your training cost.
Even HODs or PMs can cater to your training requirements if they are deemed fit. Initially, try to make the best use of your PMs or HODs to cater to your training requirements as this will help bridge the gap and develop interpersonal relationships between employees at various levels.
With profound regards,