Employers
Funding your teams' training
Funding rests on three levers: the structure of the scheme, staging over time, and the split between company and employee. Prices are public — 30 programmes display their amount in Guinean francs — which lets you build a budget before any exchange.
Three levers, usable together
The amount of a scheme is worked on three independent axes. Using them together covers a wider population within the same envelope, which is almost always a leadership team's real trade-off.
The structure of the scheme
A short format across a wide population costs less than a long programme for a few people, and covers more risk.
Staging
Payment follows the scheme's milestones: opening, mid-point, final report. Each instalment has its delivery.
The split
Some organisations fund the base and leave deeper study to the employee's choice, with a share on their side.
What each format represents as commitment
The table reads both ways: by what you commit, and by the document you obtain. That second column often decides, because it determines what stays in your files and in your employees'.
| Format | Number in the catalogue | What it commits | What it produces |
|---|---|---|---|
| Short format | 5 | From 900 000 GNF in total | Course attendance certificate |
| Professional certification | 7 | One total amount, over a few months | Professional certificate |
| Long programme | 18 | An annual amount, over several years | Bachelor's degree or Master's degree |
| Professional title | 72 | A block-by-block commitment, cumulative | Professional title and validated blocks |
Building a multi-year budget
A training budget gains from being read over three years: year one installs the base and the method, year two widens coverage, year three carries the long pathways. This reading lets you commit little in year one while showing leadership the whole trajectory.
- 01
Year 1 — The base and the method
A pilot population, short formats, a first export. Commitment is low and measurement is real.
- 02
Year 2 — Coverage
Extension to other departments, on the settings learned. Cost per person falls as the method is embedded.
- 03
Year 3 — The long pathways
Certifications and professional titles for the people identified. This is the year internal mobility becomes possible.
Funding questions
Can we commit little in year one?
Yes, and it is even recommended. A pilot population on a short format commits a modest amount and yields three facts that decide what follows: actual time spent, real participation and the quality of the record obtained. The catalogue holds 5 short formats, from 900 000 GNF.
How is a departure mid-pathway handled?
What has been completed stays with the person and appears in their file; instalments not yet engaged cease to be due. That rule is written into the agreement and works both ways, which lets you enrol someone without making the decision hinge on a departure scenario.
Can an employee contribute to funding their pathway?
It is common practice, especially on long pathways that go beyond the immediate needs of the role. The arrangement is described in the agreement: each party's share, the schedule, and what happens if the person leaves. Writing those three points up front avoids the only difficulty this arrangement creates.
Do prices vary with headcount?
Individual catalogue prices are public and identical for everyone: they apply as they stand to a single enrolment. A group scheme is priced as a package, which reflects shared teaching delivery rather than a commercial discount. All 30 programmes display their amount without anyone needing to ask.
Explore next
- ReportingSteering a training scheme: four behavioural indicators, consolidation grain, a monthly review agenda and the contents of the dated statement.
- Data and reversibilityCorporate training data: what is collected, who accesses it by role, a permanent export and full reversibility of content and tracking.
- Training a teamTraining a team with IHETC: forty-minute scoping, pathway assembled from 444 modules, rollout schedule, named tracking and a dated exportable statement.
- Skills auditCorporate skills audit: role-based framework, measured gaps, prioritisation by risk, and a map of the 72 professional titles available.
- Skills planBuilding an executable skills development plan: lines quantified in supervised hours, an annual cycle, budget trade-offs and a dated year-end statement.
- Requirements briefWriting a training brief in six headings: population, skill, context, time constraint, expected record, budget. With the wording that makes an answer costable.