Too often, employers don't do a sufficient job communicating to employees that the training the business pays for is a true benefit. If that training helps them be more productive, everyone benefits. And if that training helps the shop meet customers' needs, everyone benefits. Set up your training benefits just as you would any other part of your budget and benefits package, and make sure it is explained in your employee handbook or policy manual. Consider offering a set amount of training or tuition assistance per year.
Some shops pay for training up front.
Others reimburse the employee for the training after a set period of time to avoid having an employee leave the company immediately after receiving the training. Some shops also require employees to earn a certain grade, pass the training course exam or otherwise demonstrate that they didn't just sit through the course, and others ask employees to share the information they gained with others in the shop, either in a formal or informal way. Encourage employees to let you know about training opportunities they think would be of value. And whether or not you pay for some or all employee training, you can always tie wage increases to successful completion of training or certifications. Matching the reward to the person can have an even larger impact.