2027 Training Budget: 7 Questions for HR Teams
Before you finalise your 2027 training budget: seven questions HR should answer
“We have no training budget left this year” is a familiar answer in the final quarter. It does not mean the development need has disappeared. It means HR has a short window to make a clear case for that need in the next budget.
A useful 2027 skills development plan starts with what people must be able to do differently at work. The Department of Higher Education and Training's 2024 occupations research identifies 350 occupations in high demand nationally (annexure 1), but your own workforce data must determine which roles belong in your budget. Before filling a calendar with courses, ask these seven questions.
1. What is the business trying to do next year?
An expansion, new system, changing customer demand or revised process can change the skills a team needs. Ask each department head what their people will need to deliver in 2027, and what currently gets in the way.
2. Which roles need attention first?
Look at hard-to-fill roles, expected vacancies, succession plans and teams that rely heavily on one experienced person. A focused plan for those roles may be easier to fund than a long list of unrelated courses.
3. What happened to the 2026 plan?
Compare planned training with attendance, completion and practical results. Was training postponed because people could not leave their desks? Did managers keep asking for the same skills? Those answers should shape next year's format and timing.
4. What do our employment equity commitments require us to work on?
For designated employers, review the current employment equity plan alongside promotion opportunities, succession and access to development. The Department of Employment and Labour explains that the current five-year plans run from September 2025 to August 2030. Training alone will not deliver an employment equity outcome, but relevant development can support the actions in the plan.
5. What kind of learning does each need call for?
A formal occupational qualification, a practical workshop and a short digital leadership module solve different problems. Choose the learning route for the job and the desired outcome; then confirm the specific accreditation or credential attached to that programme.
6. Would public or in-house delivery work better?
Public courses can suit a few individuals. An in-house programme may suit a whole team that needs shared examples, a common approach and dates that fit operations. GBS offers both public programmes and customised in-house training.
7. What can we actually fund and schedule?
For each priority, record the employees involved, intended outcome, learning option, approximate cost, proposed quarter and budget owner. Include employees' time and any assessment requirements. This turns a wish list into a proposal that finance and managers can assess.
A practical next step
Put your top three priorities on one page before the budget discussion. Global Business Solutions can help you explore suitable public courses, in-house programmes and longer learning pathways for 2027, as well as the WSP/ATR planning work connected to your training records and plans. Contact GBS to discuss your organisation's needs.
This article is for informational purposes only and does not constitute legal advice. For specific legal guidance on protected disclosures, employment practices, or compliance obligations, consult a qualified labour law practitioner.
© 2026 Global Business Solutions (GBS). All rights reserved.
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