1, student salary;
2. Students' transportation, food and other expenses;
3. Trainees reduce the jobs lost due to training;
4, the cost of purchasing and renting equipment, venues, teaching materials and training equipment;
5. Be responsible for training the salary and time of managers and supervisors;
6. Remuneration of external lecturers, teachers, lecturers and training institutions.
In order to control the training cost of enterprises, it is necessary to design the training budget. When it comes to training budget, different enterprises have different ways to deal with it. Generally speaking, there are three ways to deal with it:
1. The enterprise first formulates the training plan, calculates the training budget according to the plan requirements, and then adjusts the budget according to the actual bearing capacity of the enterprise.
2. The enterprise shall specify the scope of the training budget in advance, such as 5% of the net profit of the enterprise in the previous year, or 654.38+10,000 yuan/year per capita, etc. The human resources department should make a training plan according to the established training budget of the enterprise.
3. The enterprise pre-delimits the total annual expenses of the human resources department, including all the annual expenses of the human resources department such as recruitment expenses, training fees, social security expenses and medical examination expenses. The amount of training fees can be allocated by the human resources department.
It is worth mentioning that the cost of enterprise training is composed of many aspects, but these costs are not static, and can be minimized through reasonable use, such as reasonable online training. The cost of online training is much lower than that of offline mode. Online training goes beyond the limitation of space and time, and there is no cost such as venue, lost time and teaching materials. As long as there are courseware and videos, employees can study anytime and anywhere.