The HR Development budget needs to be cut by some extends following current economy and company financial status. Without constraining the needed functions that the HR department needs to exercise, the following steps can be implemented to utilize the budget amount that will be allocated (Leslie:n.d):
• Provide on the job aids (internal knowledge share) (prevent paying external experts)
• Encourage own reading "how to" & supply self-help workbooks & online internet courses.(Library cost, re-usable books and internet cheaper than external courses)
• Cut training sessions not contributing in value to organization. (Determine success factors business needs in recession, and cut unnecessary/simplify courses)
• Look out for governmental, tertiary subsidized courses. (They are tailor made and shorter to accommodate fulltime workers, thus cheaper)
• Reduce participant contact time for face-to-face training. (Train once off & get feedback from supervisor , will decrease HR time utilized , time is money)
• Persuade employees that development is more than training. (Simultaneous inputs from trainers, developers & reward experts to identify whether to train / develop needs exists may safe training costs)
• Review and rationalize lists of training suppliers. (Shop around and negotiate discounts without compromising quality)
• Review costs of materials and printing practices. (Same as above)
• Enroll employees on courses at local tertiary institutions. (safe travel costs and accommodation)
• Relocate seminars to close-by venues or in-house facilities. Reconsider also online conferencing(Decrease travel, accommodation & downtime cost)
• To Motivate HR budget: Presentation & demonstrate to board on how each executed HR training course will help to achieve solid organization objectives.