If you’ve been keeping up on your reading, then you know that investing in training and development is a smart move for any firm. But it can also seem like a labour-intensive and expensive proposition. After all, you have limited HR resources, and with vital functions like benefits administrations, payroll, and even legal compliance and hiring on HR’s to-do list, training and development activities might need to take a backseat. If this sounds like your firm, then you should consider outsourcing your training and development—and here are a few reasons why.


As pointed out, your HR staff already have a lot to deal with and they may be feeling spread a little thin already. For that reason, training and development might not be very high on their priority list—even though you want to make it a priority to keep your staff happy and engaged. Outsourcing is a viable solution to this predicament: It allows you to engage your employees in those activities that will help them develop their skills, while also ensuring that HR is free to deal with those vital functions that form the core of the department.


Do you have a social media expert on staff? Is one of your HR personnel also an expert in wellness, nutrition, and fitness? Does your team have legal expertise to advise your other employees about compliance and security standards for handling sensitive customer information? Chances are, while some of your staff will have expertise in one area or another, they’re not experts up to date with the latest research, methods, and information. If you ask them to train your staff on effective use of social media, they may need to spend some time researching the topic themselves—or worse, they might give your staff outdated or incorrect information.

Why not call in the experts then? Outsourcing can give you access to experts on all sorts of subjects, who will be able to provide your staff with the best possible training.


Outsourced experts will have more time to put together a presentation or hands-on session for your employees. Chances are they run regular training sessions, so they’re practiced at helping employees learn and develop new skills. Your HR staff may not have the time to put something together, and they may not run training sessions regularly. The result is that employees will walk away from an expert-run session feeling more confident in their new knowledge, and they’ll feel they’ve learned something very valuable.


If you have your HR staff run training and development sessions, there’s a risk that those sessions will prove ineffective, and other employees may be frustrated or disheartened by what they thought were opportunities to learn and develop. Unless you have experts in house and on staff, sessions may contain outdated or incorrect information. And your staff may simply not have the time or resources to put together a truly effective training session.

Outsourcing training and development circumvents these shortcomings. You get expert knowledge delivered to your employees from people who have plenty of practice guiding employees through the learning process. That means more effective training sessions and more satisfied employees. It also usually translates into fewer training sessions, since each session is more effective. It can also mean your employees put their new skills to work sooner and in a more effective manner. All of that adds up to cost savings: less time, less money, and less effort in exchange for better results and more satisfied employees. That’s bound to be a win-win situation.

Felicia Smith

Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.

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