The federal government expects training expenditures in the private sector to double over the next few years. Export sales will likely be ten times domestic sales. Current government grants for training generally buy seats in established programs, pay on the basis of the number of days spent rather than on mastery of a competence or concept, do not apply to development costs, and require minimum enrolment levels. Some require links to accreditation. These criteria work against the adoption of TBT, as it reduces learning time, requires relatively higher initial costs, and does not require group learning.
Similar constraints govern the allocation of budgets for training in corporate settings.
Hardware manufacturers provide equipment for TBT largely as a sideline to their main activity. This sideline can expand if industry standards can be agreed to ensure the compatibility of platforms and the transferability of software applications, two important and growing demands in training markets. Most companies are small, with up to 30 employees, and hire free-lancers to provide supplementary skills as required. Many cannot survive on training and education applications alone, and feel they can only compete in niche markets. In general, they lack experience in managing large projects and in technical and workplace training.