Across the spectrum of British industry, training budgets are always subject to scrutiny, especially in difficult economic times.

HR chiefs and training directors will hardly need me to tell them why training is important; and there is little value I will be able to add by extolling all the benefits of investing in continuing professional development – no doubt most readers will already be in agreement on the need to invest.

Where some HR departments still seem less willing to invest, however, is in assessment. This seems strange – if a workforce is required to undergo training, yet does not sit a test or receive a meaningful qualification for it, how does its employer validate this training? In a business world where accountability is ever morein demand, surely trainers would be keener to demonstrate some more tangible return on investment?

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