My practice sets a guideline budget for training. Not every practice in the company is like this, but it's our part of the company that does most of the technical development. So there is your first consideration:
1. If my job is to make sure the printers are always working, then maybe my employer doesn't feel obligated to pay for a J2SE class! The training has to have a clear ROI (return on investment) for the employer. Part of the ROI is that it makes the employee happy, and that should be taken into consideration by the employee.
So once you decide you want training, your course should fit into the budget (which it almost alway does) and then you need to get it approved (which usually happens right away unless times are tight or it's near the end of a quarter). But you would be suprised what small percentage of people get around to going to training, and it is encouraged. Our practice even admitted that if everyone decided to go to training and spent the guidline amounts, we would not nearly have enough money. So they count on most people not going to training. There are lots of people that would bitch if the couldn't go, but then they won't go. As if it's just nice to know it's there!
2. Only a small percentage of people will take advantage of the training anyway.
Additionally, I feel that if the training is to perform a function of your job and you don't currently possess those skills, your employer should train you or replace you (the training is cheaper). If you are trying to gain skills for your next position (inside or outside of the company) then more of the responsibilty should be on you!
3. You are responsible for your career, your employer is responsible for their company!
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My practice sets a guideline budget for training. Not every practice in the company is like this, but it's our part of the company that does most of the technical development. So there is your first consideration: 1. If my job is to make sure the printers are always working, then maybe my employer doesn't feel obligated to pay for a J2SE class! The training has to have a clear ROI (return on investment) for the employer. Part of the ROI is that it makes the employee happy, and that should be taken into consideration by the employee. So once you decide you want training, your course should fit into the budget (which it almost alway does) and then you need to get it approved (which usually happens right away unless times are tight or it's near the end of a quarter). But you would be suprised what small percentage of people get around to going to training, and it is encouraged. Our practice even admitted that if everyone decided to go to training and spent the guidline amounts, we would not nearly have enough money. So they count on most people not going to training. There are lots of people that would bitch if the couldn't go, but then they won't go. As if it's just nice to know it's there! 2. Only a small percentage of people will take advantage of the training anyway. Additionally, I feel that if the training is to perform a function of your job and you don't currently possess those skills, your employer should train you or replace you (the training is cheaper). If you are trying to gain skills for your next position (inside or outside of the company) then more of the responsibilty should be on you! 3. You are responsible for your career, your employer is responsible for their company!