Training & development

Trainingthe means by which an organization develops the skills of its people. It runs from the annual plan, which names the needs and puts them in order of priority, through the activities themselves, in a classroom, online, through mentoring or through transfer between colleagues, all the way to following up on what was actually learned and applied at work. Employers whose payroll exceeds two million dollars are also held to it by the Act to promote workforce skills development and recognition, which requires investing 1% of that payroll in training and keeping a register of it.

Project

I start with the gap between what your people know how to do, what their roles require and what your business plans will require.

If your payroll exceeds two million, you have to devote 1% of it to training and report it in any case. A structured plan lets you direct that money toward the skills your teams are actually missing.

  • Training needs analysis, by role and by team
  • Skills development plan and budget
  • Compliance with the 1% law and eligible expenses
  • Custom HR training and workshops
  • Skills matrices, career paths and succession plans

Ongoing

I keep your training plan, your calendar, your providers and your records up to date. You do not have to chase down attendance certificates when your declaration is due.

This is the format that suits you when training gets decided case by case, with nobody holding the full picture of what was given, to whom and at what cost.

  • Upkeep of the training plan and calendar
  • Training register and supporting documents
  • Selection and coordination of outside trainers
  • Evaluation of the impact
  • Skills matrices kept up to date
up to 50% of eligible expenses

Part of your project is probably eligible for funding

Most of the businesses I work with are eligible for the measure. The Concertation pour l'emploi measure, through its human resources management support component, subsidizes the fees of an outside specialist. Skills development, performance evaluation and career management are on the list. Priority goes to businesses with 6 to 99 employees.

  • A first 30-minute call, no strings attached, to see whether your situation fits.
  • You contact your Services Québec business advisor to confirm the interest of your project and the budget available.
  • I give you in writing what you need to support your request: the scope of the mandate, the schedule and the fees.
Check my eligibility

The rate and the decision belong entirely to Services Québec, which judges according to the nature of the project, your financial capacity and its own budget availability, and the measures change from one year to the next. Note as well that work stemming from an obligation set out in a law or a regulation is not eligible under the measure, the 1% declaration for example. The 1% declaration, being mandatory, is not eligible, but the needs analysis and the skills development plan are.

Frequently asked questions

Does the 1% law apply to my business?

It applies if your annual payroll exceeds two million dollars. You then have to devote at least 1% of that payroll to eligible training and report it to Revenu Québec. Below that threshold, nothing requires you to, and a training plan is still a good investment.

What happens if we do not use the 1%?

The portion you did not spend has to be paid into the Workforce Skills Development and Recognition Fund when you file with Revenu Québec. The money leaves the business either way, except that it trains nobody on your side. A poorly documented expense produces the same result, which is why the register and the supporting documents are worth keeping up as the year goes.

Do you deliver the training yourself?

Yes, for everything that touches human resources management and the manager's role: feedback, selection interviews, handling difficult cases and applying your policies. For technical and specialized subjects, I help you choose the right provider.

How do we know whether a training session was worth it?

That gets prepared before the session. We define at the outset the behaviour or the skill we want to see change at work, then the manager checks a few weeks later what has actually been put into practice.

How much should I invest in training?

The rule of 1% of payroll is a reasonable benchmark, even for businesses the law does not cover. What counts more than the amount is the choice of priorities. Three people properly trained on a skill you are missing are worth more than one session offered to everyone without a precise need.

A first 30-minute conversation, no strings attached

Let's talk

Reply within one business day.