"Emotions Drive People, and People Drive Performance"
PROFESSIONAL DEVELOPMENT
We provide Assessments in Emotional Intelligence, Social Skills, and Hardiness & Resilience, Individual & Group Training in Job Search & Career Management, and Coaching in the competencies needed to be successful, in one's own career and to support a Diverse, Equitable and Inclusive Workplace
SELF- AWARENESS
SELF EXPRESSION
INTERPERSONAL
DECISION-MAKING
STRESS MANAGEMENT
After identifying both your strengths and weaknesses through our customized assessments and training we can then provide both one-on-one and group coaching to meet your individual needs.
Neither investments nor professional development are cookie cutter but 3 percent of your gross salary is a good rule-of-thumb for reinvesting in yourself. If you are running your own business or have ambitious goals for your future it would be much more. Three percent should be the baseline for your professional development whether through books, courses, personalized coaching, new experiences or relationship building.
To put it into perspective, if you make $50,000 per year, then at least $1,500 per year should be put towards professional development. If you can commit to $125 per month for cable, you should have no issue in committing $125 into yourself.
According to a 2018 joint survey from Morneau Shepell Ltd. and the Business Council of Canada, slightly more than half of respondents (51 percent) said their companies spend over $1,000 per employee annually for training. Another 30 percent said they spend between $500 and $1,000.
One of the simplest methods involves basing your training budget on a percentage of your total staff salaries. First, choose a percentage (industry experts suggest anywhere from 1 to 5 percent) and then apply that percentage to your total payroll. For an annual payroll of $500,000 and using 2 percent, $10,000 could be allocated toward training.
An assistant manager with an annual salary of $40,000 would then have $2,000 earmarked towards training or courses for the year. This could be a good option for very small businesses with just a few staff members.
According to a 2018 joint survey from Morneau Shepell Ltd. and the Business Council of Canada, slightly more than half of respondents (51 percent) said their companies spend over $1,000 per employee annually for training. Another 30 percent said they spend between $500 and $1,000.
One of the simplest methods involves basing your training budget on a percentage of your total staff salaries. First, choose a percentage (industry experts suggest anywhere from 1 to 5 percent) and then apply that percentage to your total payroll. For an annual payroll of $500,000 and using 2 percent, $10,000 could be allocated toward training.
An assistant manager with an annual salary of $40,000 would then have $2,000 earmarked towards training or courses for the year. This could be a good option for very small businesses with just a few staff members.
Professional Development can help attract and retain quality employees, not to mention save money in the long run. A recent study found 40 percent of employees who leave within the first year say it's due to inadequate training, and that staff turnover costs about $2500 per employee .
https://www.go2hr.ca/training-development/employee-training-is-worth-the-investment