And finally, the long-awaited moment has come when you decided to open your own training center. Well, I think the decision is correct, but I want to warn you a little right away. Read what mistakes occur at the very beginning of the journey for those who open their own training center.
Firstly, it does not take into account from the very beginning how many training centers already exist in a given market and in a given niche.
As it usually happens. A person comes to any training center, looks at how many students are there, multiplies the number of people by the average price of training and thinks “Wow, how much money can you make!”.
After that, he opens his training center and closes safely after 3-6 months. Why?
Because there were more competitors in this niche, and much fewer people come to study than he thought. In principle, this is normal from a human or emotional point of view. But it doesn't make sense from a business standpoint.
Secondly, large companies that open training centers as some kind of course combines are not taken into account. There, the occupancy of groups is practically due to the employees who come to work in this company.
Accordingly, the training of people can take place at a reduced price or be deducted from wages. And people from the outside can be given a completely different price tag.
As a result, competitors think that this is the price on the market, they start recruiting at this price and understand that they cannot recruit people.
Thirdly, a person does not know for sure whether these educational services are really needed. That is, he thinks that they are needed, but in fact they are not. Thus, a training center is opened, a license is obtained, if necessary, and suddenly it turns out that what is being offered is completely unnecessary to anyone.
Now I will touch on the location of the training center, rent, cost per square meter and licensing requirements.
Of course, the closer the training center is to the city center, the easier it is for students to travel and, accordingly, a little easier with enrollment.
However, the closer to the center, the higher the cost of rent. And if you have a licensed type of activity, then it must be borne in mind that the maximum contingent that you can wean directly depends on square meters, which are supposed to be from 2 to 3 square meters. m. per student, depending on the type of educational institution.
Therefore, the fourth mistake when opening a training center may be the wrong choice of the location of the training center. Because trying to be closer to the center can increase the cost of your education.
The fifth mistake is the wrong choice of taxation system. With the traditional taxation system, the number of taxes increases, but it becomes possible to open branches. With a simplified system, the advantage is that accounting becomes easier - less reporting, it becomes easier for you - pay less taxes, but you will have problems opening branches and representative offices.
The sixth mistake may be an attempt to make the constituent documents completely with your own hands. This, in principle, is not a mistake if you have plenty of time and you are relatively competent in this. But if you want to save time and focus on your future customers, then doing this kind of activity will drag you into the "swamp", although you will save some money.
Next, the choice of organizational and legal form. An LLC is a commercial enterprise created for profit. The advantage here is that at the end of the quarter you can pay 9% of the founders' fees and legally take the money for yourself. In addition, the LLC is allowed to conduct lectures and seminars without obtaining licenses.
But if you plan to open a training center in which the licensed type of activity: training and advanced training for security guards, driver training, etc., then the local Department of Education will not issue you a license until the organization you registered is not a non-profit organization.
Therefore, an error in choosing the legal form can lead to problems on the part of the licensing authorities.
The next mistake is the wrong choice of the type of educational institution. It can be additional education, vocational education, additional vocational education, etc.
If you do not write down these characteristics in the Charter, and in some cases in the name, you may also have problems obtaining a license for a particular type of activity, coordinating training programs, not to mention the accreditation of an educational institution.
Further, a very serious mistake is trying to do everything only by yourself. Of course, you will have to do a lot yourself, especially at the initial stage. But if you do this all the time, you will have serious problems with finances, with your time and with your health.
And the last thing I would like to warn about. Immediately on the shore, choose companions with whom you will subsequently share a piece of bread. The fact is that when an organization rises, as a rule, there are no problems, especially when the money is small. But as soon as you have money, this is where the fun begins. Therefore, if you still can, then open the training center immediately only for yourself.
Here is a small list of errors, the knowledge of which will save you from more serious problems later.
Investments in the opening of a training center with an area of 200 m2, designed to train 100-150 people per month, amount to about $13-15 thousand, the payback period is 6-10 months. The average return on investment is 30%. The monthly turnover of the training center is at the level of $10-15 thousand.
There are about 200 organizations in St. Petersburg that provide short-term courses. They compete with universities, technical schools, colleges, which also often organize additional educational courses.
The market is currently dominated by demand for short courses - from 20 to 60 teaching hours. The average cost of a 40-hour course is 2.5-3 thousand rubles.
Educational chips
According to Gennady Smirnov, Director of the NOU "Center for Professional Training "Impulse", students can be attracted by new original educational programs, for example, exclusive courses for advertisers, managers, marketers, which are developed by teachers of the center - practicing specialists. Employers inform training centers about the most relevant educational areas .
The main factor in the success of the training center is considered to be a properly selected teaching staff.
You can open a training center at a specific company as an additional division. In addition, when opening a school, you can save money by renting a computer lab and other premises at a university or college for certain hours of classes, and not for a full day. Thus, according to Gennady Smirnov's calculations, when opening a new center, the main costs associated with renting and equipping a stationary facility can be avoided. The investment will be about $1,000.
Thank you for your help in preparing the material: NOU "Center for Professional Training "Impulse", School of Professional Business Consultants, NOU "Evrika Training Center", NOU "Training Center "Kvarta", etc.
Step 1 Concept
The organization and income of the training center primarily depend on the concept, which should distinguish it from competitors.
There are various options:
Center with a set of standard professional training courses: accounting and taxation; secretary-referent; design and layout on PC, etc.;
Training training centers;
Teaching one original course, such as training women guards, feng shui, etc., as well as individual training for a specific course.
A legal entity is registered for the training center as a non-state educational institution (NOU), while indicating its main profile of activity. According to the Civil Code of the Russian Federation, the purpose of the NOU is not to extract net profit, the proceeds can only be directed to the development of an educational institution. The services of a lawyer for registration will cost approximately $200. The most convenient taxation system is simplified with the payment of 6% of income.
Step 2. Personnel
The staffing of the educational center:
Three to six teachers (one for each course) - from 200 rubles per hour,
Two or three consultants (determine the professional inclinations of the center's students) - $300,
Secretary - $200,
Accountant - from $300.
Step 3. Room
To organize a training center designed to train 100-150 people per month in four shifts (morning, two afternoon, evening), you will need a room with a total area of about 200 m2:
Two classrooms with an area of 50 m2 (in accordance with the requirements of the regulatory authorities, groups of no more than 10 people can study in them),
One computer class - 60 m2 (10 places equipped for work),
The rest of the area (about 40 m2) is reserved for the reception and director's office.
Total: rent of 200 m2 (from $ 30 per 1 m2) - $ 6 thousand per month, in some cases, educational organizations can rent premises from KUGI at preferential rates (coefficient 0.1) - about $ 15 per 1 m2.
Step 4 Equipment
Projector - $1 thousand
10 computers - about $3-3.5 thousand.
30 tables - $1 thousand
20 chairs - $500
Wardrobe - $100
Fax - $100
Xerox - $200
Educational literature - $500
Total: about $6.5 thousand.
Step 5 Licensing
Documents that must be submitted to the Education Committee of the St. Petersburg Administration in order to obtain a license for educational activities:
Application, which indicates the developed educational programs,
Information on staffing and the estimated number of students,
Information about the premises
Information on the provision of the educational process with educational literature (for each educational program) and material and technical equipment (in the form of an extract from the balance sheet),
Information about teaching staff (for each educational program),
Additional information (certificate of registration, information about the founders, etc.).
The term for consideration of documents and making a decision is 1 month.
Step 6: Students
The profitable group consists of 10 people.
At least 10 groups should be formed in the center per month.
The main way to attract students is advertising in printed publications. The advertising budget is formed taking into account 10% of the turnover, that is, about $1,000 per month.
biography
GENNADY SMIRNOV
In 1990 he graduated from the Leningrad Agricultural Institute with a degree in mechanical engineering.
From 1990 to 2000 he worked as a deputy head of production at the Central Institute of Fuel Equipment.
From 1994 to 1997 he worked as an insurance director in an insurance company.
In 1997, he organized the NOU "Center for Vocational Training "Impulse", which is still operating. For 8 years, the average annual number of students (and the company's turnover) has increased 3 times.
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“The need for education lies in every person; The people love and seek education, just as they love and seek air to breathe.
Lev Tolstoy
Today, there are many options for organizing staff training. Many large companies have departments dedicated to personnel development, or even training centers, in which hundreds of employees are trained at the same time. In turn, relatively small companies are usually limited to short-term trainings and seminars, for which they invite outside professionals or send their employees to open training events (trainings, seminars, conferences, etc.).
Training- one of the costly items of business for any company, and its effect is not always noticeable immediately. The focus of internal corporate training is to support and improve the performance of staff, and through employees to increase the profitability and profitability of the company. In a crisis, many organizations, forgetting about this, chose to cut the cost of training programs to a minimum.
I can agree that the right way to reduce the cost of training is to determine the right cost-effective and effective approach to training. I mean the following: if your organization engages an external training company to conduct staff training, then this company should be correctly identified, and it should also be clearly assigned tasks for training your staff, based on the training needs of individual groups of specialists, and not imposed from the outside and are not applicable in the future in practice within your company.
If these are open trainings to which you send specialists, the same thing: you need to clearly understand which company provides training, whether the declared topic meets the business needs of your organization and your staff, which trainers conduct training, which employees need it. The approach to choosing external training programs can be devoted to separate articles and books can be written about it.
In this article, I will focus on an alternative to expensive training with the involvement of external trainers and training companies, namely, organizing your own internal corporate training structure - creating a training center (“training”, “training” - you can use the name that you like best).
The training center will allow implementing the basic principles of building educational programs: timeliness, individuality, sufficiency.
The purpose of the creation and operation of the training center is to provide employees (existing and newly hired) working in the company with high-quality training programs and improving the level of knowledge to achieve a long-term competitive advantage for your company.
Tasks to be solved thanks to the introduction of the training center:
- - systematization of training;
- - high-quality planning of training programs both in the short term and in the long term, taking into account the development of all personnel and certain categories / individuals. This task also implements the high-quality training of the company's personnel reserve;
- - use of a single standard in training;
- - providing employees with high-quality training programs and improving knowledge;
- - providing timely data for business and personnel;
- - training taking into account the needs and characteristics of a particular business structure and its personnel;
- - methodological support for the introduction of new products and services;
- - continuous analysis and monitoring of the effectiveness of employee training;
- - training taking into account corporate values, including historical, cultural, etc.
Diagram 1 shows the relationship between the training center and the components in the direction of personnel development.
Scheme 1. The place of the training center in the education system
The information that is formed on the basis of certain components of the life of the organization, and the information that should come to the training center, are displayed in the table below in the form of short notes and directions for use in the training center.
Table 1. Relationship between some aspects of staff development and the training center
| Components | Direction | Training Center |
| Personnel selection | Qualification compliance of the new employee with the position for which he is selected |
|
| Adaptation of employees | Induction of new employees. Adaptation of specialists to the content, working conditions and immediate environment |
|
| Analysis of professional activity and evaluation of work results | Determination of compliance with the performance of functional duties in accordance with job requirements. Certification and evaluation of personnel. Personnel assessment if it is necessary to retrain or rotate an employee |
|
| Personnel development planning | Determination of the required number of personnel to perform certain tasks, taking into account the development of the company's business or its optimization |
|
The creation of the organizational structure "Training Center" on the basis of personnel management (personnel development, human resource management) consists of certain stages, which are displayed in diagram 2.
Scheme 2. Stages of creating a training center
I will not describe in detail all the stages within the framework of this article. I will stop at stages of training team formation (3 stage - Selection of "training staff" and stage 4 - "Training of trainers"), as well as on the very model of organization of training in the company.
To When it comes to the formation of the composition of internal coaches, a number of questions arise here, of which the following can be distinguished:
1) How many trainers does the company need?
2) What competencies and skills should they have?
The two questions are very closely related, since mathematics and economics always keep pace with logic and efficiency. By partially answering the second question, one can understand the first, and vice versa.
Nevertheless, the answer to the first question can serve as a few examples of the implementation of the creation of training centers in banking structures. The table below shows two examples of the organization and operation of a training center in very similar business structures.
Table 2. Comparison of options for the formation of the coaching staff
At the same time, in the first case, 7 trainers are trainers involved exclusively in the training center to create and conduct training events, and in the second case, trainers are involved in the work of structural divisions of the head bank and perform the function of internal trainers in the training center. Both cases have their advantages and disadvantages.
There are many examples of such schemes. But only by defining the goals and objectives for the training center, setting the logical and mathematical number of events to be carried out in a period (it is best to take a year), planning thematic directions for staff development, you can understand and organize the optimal structure for the company.
More important in the matter of organizing the coaching staff is what the internal coach should be like, how to identify him, what competencies he should have and what skills need to be developed. Training activities are only effective if they are conducted by experts in the field. This immediately limits the field for the search for trainers only for the reason that there are not many specialists who happily combine expert experience in their field and have the ability / desire to train others. Especially when it comes to professional trainings that correspond to the job tasks of the company's employees.
P Before starting the search for an internal coach for the company, you need to decide what level of coaching professionalism is needed? It seems that the higher the competence, the better? It is not always so. It is difficult to find professionals in any field, their services are usually expensive. In addition, the “superstar” highly appreciates his qualifications, complex non-standard tasks are important to him, so the prospect of holding training sessions for weeks may not inspire him.
When organizing a training center from scratch, it is better to attract specialists (1-2 people) of a high professional level who will be able at the first stage to help the manager organize the work and train novice trainers.
If the company plans to attract a single trainer who will conduct various trainings for employees of different levels and areas of functional activity, then this a professional trainer should be even more professional. The more difficult the task for the internal coach is set by the company, the more professional the employee should be. When a company already has a training center that employs several trainers, corporate training standards have been developed, then it is more efficient to attract a promising rookie coach highly motivated to work and develop. From it you can grow a professional who will correspond to the specifics of the company.
I will give several options for retraining an employee as a coach from other departments.
Table 3. Retraining of employees to be a trainer from other departments
| pros | Minuses | Recommendation | |
| The specialist becomes a coach of the training center | We get a carrier of professional experience who, having received training for a trainer, will pass on his experience to others | We lose a good employee in a certain direction | It is necessary to clearly weigh in which position it is more profitable to use this employee |
| The specialist remains working in his position and at the same time is involved in training | The organization does not lose a specialist and at the same time gets a professional trainer in his field. He is always in business and can share real-time experience | An employee may not withstand the load, burn out, or treat coaching tasks irresponsibly. If the training is conducted for other structural units, the direct manager may be against the absence of his employee to train other structural units | The position of a coach in a company should be prestigious. To do this, you need to develop a system of motivation for the coach. Qualitatively plan and regulate the load of the trainer, taking into account the functional load and understanding that in this mode the trainer needs more time to prepare training events. The management of the company should support the coach in every possible way |
| The leader works as a coach | Training takes place under a clear understanding of the manager himself, what knowledge and skills are necessary for specialists in their workplaces. No one will be blamed for the ineffectiveness of training activities. Both continuous evaluation of work results and progress in the learning process | Lack of time. Failure to carry out planned activities | Let the manager train his subordinates in general and mandatory knowledge and skills, and for the rest it is necessary to involve external trainers |
When creating a training center, each company chooses its own method of selecting a trainer. How to make the best choice? When deciding to train their own specialist in the profession of a business coach, the HR director must carefully select the right candidate. Before teaching others, the future coach himself must undergo high-quality training (training for trainers), work under the guidance of a mentor, undergo an internship with a more experienced colleague (as a co-trainer).
O The main modules for the Training of Trainers program are shown in the table below.
Table 4. Thematic areas in the training of internal trainers
In order not to make a mistake with the choice of a coach for the company, it is necessary to carefully prepare for the search for a suitable candidate.
- - It is necessary to clearly define in advance the requirements that a corporate trainer must meet, to draw up his “ideal” profiles (of competencies and personality).
- - It is also necessary to determine the selection criteria.
- - It is necessary to evaluate all candidates according to the selected criteria.
- - It is necessary to compare the profiles of candidates with the “ideal” profile of a coach.
The main selection criteria are professionalism, striving for development, loyalty, willingness to share corporate values. But the most important condition, in my opinion, is that the coach must be a fan of his profession, have a great desire to train people.
The diagram below shows a learning model with employees of different structural divisions, taking into account the sequence of formation of any training project.
Scheme 3. Training model for employees of different structural divisions
In my opinion, there are no single recipes for “standardized training programs” for a company, since different business orientations of companies imply their own characteristics.
O However, it is possible to identify the most important elements that can be included in the set of start/standard training activities. The table below shows some of them.
Table 5. Standard training activities
| Tutorials | Basic moments | Teaching method |
| Adaptation of new employees | Familiarization with the range of functional responsibilities, studying the organizational structure and methods of interaction within the company (the scheme of internal document flow, the hierarchical structure of the organization, the circle of officials with whom the employee will contact at work, and the scope of their professional responsibility). Also, the adaptation program should definitely include familiarization with the corporate culture of the company, the mission and strategic plans for the development of the company. | Trainings; seminars; working groups; distance learning |
| Professional programs for various positions | Organized training blocks containing a theoretical part, a practical training part in accordance with the position and tests to test knowledge | Trainings; seminars; distance learning |
| Business trainings of a general orientation | This block includes leadership training, team building, work on the development of managerial, communication skills, presentation skills, the ability to sell goods (products, services) and work in conflict or stressful situations, etc. | Trainings; seminars |
| Information base | Transfer of knowledge on regulatory documents, job descriptions, reference books, etc. This training block can be implemented by specialists from various departments (that is, not necessarily by internal trainers) | Distance learning; seminars; trainings |
Training courses and programs should be formed in a modular way, using a different layout of training courses (face-to-face training combined with e-learning), which will significantly diversify the learning process, as well as effectively use the workload of staff.
At the end of the article, I would like to note that the creation of a training center is an effective tool for staff development and one of the most important components of a company's unified personnel management system.
* Calculations use average data for Russia
Starting investments:
Revenue:
Net profit:
Payback period:
Training centers are a popular business area, the potential of which is only being revealed in Russia and where you can find free and profitable niches. What do you need to open an educational center?
The rapid development of business in the segment of training and educational centers is a global trend. The concept of lifelong learning makes people use the services of learning centers throughout their lives - from pre-school education to retirement age. Modern educational platforms make possible a minimum entry threshold and provide a good profitability for this business.
What is a modern training center
A modern training center is a complex business. Let's consider the main directions of its activity.
If 10-15 years ago the training center was a specialized training organization engaged in training students in any activity or several related areas of activity, then at present the training center is, in fact, a training and consulting company.
The modern learning process can be both group and individual. The individual training process is closer to the provision of consulting services, where experts provide training in accordance with the specific tasks of the client. Also, the process of group learning becomes closer to individual learning, as the training program changes flexibly in accordance with the wishes and tasks of the students. Training programs, in this case, become aimed at solving certain practical problems, there are many of them, each of them specifically expresses the requirements of a particular group of customers.
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Another difference of a modern training center is that its clients are not only individual students, but business structures that want to improve the professional training of their employees in any direction. Such work, when the client of the training center is a business, is called the B2B segment (business to business) and is currently the main driving force of the entire training industry, since if an individual student pays for his training on his own and, accordingly, has limited financial resources, then the business has fewer such restrictions.
It should also be noted that the training centers have already become not just additional education, but a constant companion of any professional. The rapid development of scientific and technological progress and the accumulation of knowledge around the world do not allow a professional to be aware of all current trends. On the other hand, the pace of modern life does not leave time for independent development, it is much easier to take short-term training courses and get the best set of knowledge in the profession, which professional teachers have already chosen based on world experience and best practices.
Another trend that determines the rapid development of training centers in the modern period is the constant change in the most popular and relevant professions and activities. Many professions that were in demand 10-15 years ago are losing their relevance or are being supplemented with new, previously unusual functions.
The simplest example is the accounting profession. Previously, it was a specialist in accounting, but now the profession of an accountant is inseparable from computer technology - this is the use of legal reference systems, specialized accounting programs, reporting programs and data exchange tools. Software is taking over and automating more and more accounting functions, but it is forcing accountants to become more and more software experts. And there are thousands of such professions with similar tendencies. All these specialists need constant professional training on the basis of training centers.
Forms of organizing the work of the training center
At the moment, there are two main forms of organization of the educational process. This is online and offline learning. From the choice of this form, or rather from what form will prevail in the activities of the training center, its organization and principles of functioning largely depend.
Online learning (in English online or e-learning) is distance learning, when learning is conducted using the Internet in real time using conference programs or the listener is watching already recorded video material.
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Offline learning is a classic type of learning when the student is trained in a classroom, usually as part of a group, and the trainer or teacher interacts directly with the students.
Let’s take a look at the advantages of both forms of learning.
Benefits of online learning for a training center:
-
First of all, it is the cost savings on the maintenance and equipment of training facilities.
From the first advantage follows the second advantage: the prices for online education can be made lower due to cost savings, that is, more people will be able to use your training programs.
Using an online learning model, your training center can attract students from all over the country and even the whole world, significantly expanding the audience of students and, accordingly, its financial flows without a significant increase in costs.
A comfortable learning environment for students who can study in a convenient place and at a convenient time also helps to increase the audience of your courses and increase your profits.
But there are almost no benefits for the training center from conducting direct, offline training. The costs are higher, the audience that can be attracted is smaller. But there are a number of nuances. It is more difficult for people of a higher age category to study online. This happens both because of the prevailing psychological attitude towards direct learning, and because of the lack of experience and knowledge when working with a computer. It should also be taken into account that it is difficult to conduct an intermediate knowledge test online, especially the final tests, the results of which are issued a certificate of completion of the courses. Of course, such a document can be provided to everyone who paid for the course, but this will significantly reduce the value of taking your courses in the eyes of the students. It should not be discounted that direct teaching provides better contact with the lecturer.
And, finally, it should be taken into account that training courses enable students to acquire new contacts that are potentially useful in business terms, which is an important incentive for many students to take offline courses.
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Thus, it is desirable to combine the advantages of online and offline learning, combining these forms of learning in such a way that your training center gets the maximum profit.
The most profitable areas of study for the training center
The choice of direction for training is very important for the success of the created training center. It should be noted that you can teach anything - from manicure techniques to working on the cryptocurrency market. Of course, you, as the organizer of the training center, do not need to understand all areas on your own. Your main task is to organize a business. Finding the best coaches or educators, especially since you can offer part-time, non-full-time jobs, is not difficult.
As for Russia, the market for additional education is estimated at more than 100 billion rubles. Almost seven million citizens of the Russian Federation are engaged in additional education courses.
According to market participants, courses lasting up to one month are the most popular.
The entire market of additional education in Russia can be conditionally divided into two large parts: additional education for children and adolescents, and additional professional education.
With additional education for children, everything is simple. Among the training centers, the centers that prepare for the Unified State Examination (USE) are in the greatest demand. This is understandable, since without special preparation for the Unified State Examination it is very difficult to score a sufficient number of points for admission to a higher educational institution. In second place in demand for children and adolescents are various language courses, especially English courses, which is associated with the traditionally low level of its teaching in an ordinary secondary school. Next come arts and sports education. The directions of additional art education are especially diverse. It is popular as classical drawing courses, as well as its modern directions, for example, photography or acting.
It is much more difficult to determine the list of the most popular courses for additional professional education, their list is too extensive. The majority of students in this segment (about 44%) updated their knowledge on a profession previously obtained in the system of higher or secondary education. The students of these courses were professionals actively working in their main specialty, for example, accountants, auditors, lawyers. Courses aimed at training and additional training of education and health workers are in great demand.
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Considering the sectoral nature of the most demanded areas of activity of the training center, we can note that the mining sector is leading here, which is due, on the one hand, to the rapid technological development of the industry, and to the availability of sufficient financial resources in this industry, which, according to statistics, made it possible to involve almost every third employee in the field of additional education.
It is worth paying attention to such areas of additional education as marketing on the Internet, graphic design, logistics and corporate management, that is, to those areas in which higher education does not keep pace with modern development trends.
Speaking of additional vocational education, one cannot fail to mention the concept of continuous education, which is very popular in developed countries. In short, this concept provides for education "not for life, but throughout life." According to this indicator, Russia lags far behind developed countries. In the Russian Federation, no more than 20% of employees participate in the process of continuous education, in the countries of the European Union this figure is twice as high. Thus, the potential for the development of additional professional education is huge, the market should grow at least twice.
Therefore, let's consider what trends exist in the market of additional professional education in developed countries, since the trends that exist there will soon be in demand in our country, it is necessary to prepare for this in order to occupy your niche in advance.
First of all, these are courses related to business administration and management activities. For example, these include courses aimed at developing analytical skills, tools for making decisions in difficult situations, training to improve productivity and manage your own time. Training centers specializing in the development of management and leadership skills for women are growing very rapidly. In Russia, this direction is poorly developed, gender coloring in education in our country, as a rule, is not welcome, but it is a global trend. It is worth taking a closer look at this direction.
Professional courses in culinary art, psychological development and repair are very popular abroad.
So which direction should be chosen as more profitable? There is no exact answer to this question. You cannot choose a training center specialization based on what areas are most in demand now - by the time you enter the market, you will have to compete for clients with training centers that will already have a strong reputation in this segment. Choose those areas of specialization of the training center that either allow students to retrain and get a more modern specialty, or earn more money in their specialty. Well, and, of course, to fill your leisure time. Cooking courses are especially popular nowadays.
Legal aspects of creating a training center: licenses, certificates, permits
Let's start with the most important point - do you need a license for the training center. This is a complex issue from a legal point of view. In practice, this area of business is regulated by the Federal Law "On Education in the Russian Federation" dated December 29, 2012 N 273-FZ and the federal law "On Licensing Certain Types of Activities" dated May 4, 2011 N 99-FZ. Do not look at the fact that the laws were adopted long ago. Every year they are supplemented and clarified, the practice of their application, due to the ambiguity of the wording, is quite complicated. Without going into legal complexities, the answer to this question is simple.
A training center license is required. An exception is the case when teaching is conducted by an individual entrepreneur personally. He has no right to hire employees. As a rule, this is a tutoring activity. But the format of the training center, which we are talking about in this article, is different - we assume the creation of a training center with several teachers working on a full-time basis and several training programs. In this case, a license is required.
Of course, there are "legitimate" options for circumventing this law. One of them is, for example, a scheme according to which each tutor enters into a separate agreement with students, and the training center enters into an agreement with each tutor or teacher to rent a room. The option is ambiguous from a legal point of view. We strongly do not recommend using this option without consulting a qualified lawyer in your area, as the actions of the supervisory authorities can be completely different.
Therefore, consider what is needed to obtain a license for a training center. It all starts with the choice of the organizational form of the training center. According to the law, this can be educational organizations and organizations that provide training. Educational organizations are non-profit organizations (ANO, NOCHU, OCHUDO and others). Organizations providing training are legal entities or individual entrepreneurs, including those with employees. We will choose the second option, since we are still going to carry out commercial activities, and the requirements for obtaining a license for them are lower.
Obtaining a license for an organization providing training is not particularly difficult. We will not dwell on this in detail, in general, the scheme looks like this: obtaining an opinion from Rospotrebnadzor and the license itself from the Department of Education. Naturally, in order to obtain these documents, it is not enough just to apply; a fairly large list of documents is also attached to them. This list can be obtained from the employees of these bodies. The fee for obtaining a license is 7500 rubles. Make sure to get this list in advance as there are specific space requirements for different types of training centers. For example, a children's learning center should have at least three toilets: for boys, girls, and employees. And this can not be arranged in every room, so be careful.
If you do not want to go through this entire procedure yourself, then specialized organizations will help you. The term for obtaining such a license takes about three months, the cost of the service is from 30 thousand rubles.
There are some difficulties in choosing the OKVED code. The main code will be OKVED section P "Education". But with the choice of subsection can be difficult. It all depends on many factors: the duration of the courses, the form of organization, the type of services provided. We strongly recommend that you use the advice of Rosstat or Rosstandart in your region in this matter, or contact the appropriate law firm for advice. Various regulatory authorities may have claims on this issue, so it is better to clarify all the nuances in advance.
Investments, profits and financial performance of the training center
Let us immediately determine that the issue of investment and profitability of the training center depends on many factors. If you plan to start with online courses and conduct them yourself, then the investment will be from 50 thousand rubles. It will be enough for you to purchase a computer with Internet access, register an individual entrepreneur and spend a certain amount on advertising. In this case, advertising on social networks will work best. Preferably on Facebook. But it all depends on the direction of your courses. For example, Instagram will work better for cooking classes.
If your activity will be related to offline learning, then first of all, you need a room that meets certain requirements for educational institutions. The cost of renting such a room may not be very large, since in terms of area it can be from 25-30 square meters. You may need to repair, but this is all individually.
Another significant expense item may be the purchase of office and computer equipment, a projector and other equipment necessary for the educational process. If your courses are connected with computers and you need to equip each study place with them, then the cost of this can be from 300 thousand rubles for ten study places. Roughly, if we rent a room, it does not require significant repairs, and we equip each study place with a computer, then the cost of organizing such a center, including furniture, will amount to 600 thousand rubles. You also need to have several months of operating headroom for rent and wages until you reach operating payback. The total cost of opening an offline training center will be from 1 million rubles.
As for the costs, the main part will be the salaries of teachers or experts who will conduct the training. The profit will directly depend on the number of students in your courses and the number of teachers. Let's take an example. Suppose you have organized an offline training center with three teachers, that is, for three programs. The term of study is one month for all programs. The average number of students per program is 10 people. The cost of the course is 8 thousand rubles. Thus, your revenue will be about 240 thousand rubles. Expenses, taking into account rent, wages, taxes and advertising, will amount to about 180 thousand rubles. In total, your income will be about 60 thousand rubles a month.
As for online courses, with minimal investment and high-quality in-demand courses, we can get more than 50 people on the course. Profit from the course can be more than a hundred thousand rubles.
The payback period of the training center is on average about one year.
There are less obvious ways to monetize online learning centers. For example, you can earn and provide with completely free trainings. The model looks like this. Coursera's Russian partners provide their trainings for free, but they charge a fee for certification and obtaining a certificate. Having prepared a small number of courses in Russian and spending about $2 million on their preparation, the Russian division of Coursera received about $3 million in annual revenue. That is, paid back its costs in less than a year. But these courses can bring profit for years.
Marketing and promotion of the training center
Here are a few basic rules that you need to follow when promoting an educational or training center.
Strive to sell your products to the widest possible audience: companies, children, their parents, students. For example, if we are talking about a children's center, then if you do not present your course to parents in a favorable way, then you will not acquire a client, and if you do not captivate the child at the first lesson, then he will not come again.
The main promotion channel for the training center is virality, that is, a method of advertising when information is transmitted by the users themselves, in other words, "word of mouth".
Make additional sales. Let's suppose that those who have completed the initial course are offered a more expensive advanced course, and then an expert one.
Use social media to promote. They make it easy for users to share the information they like. Post on the pages of your training center not news and advertising information, but specific cases and options for solving them, let readers on social networks see the potential of your courses.
Get constant feedback from your listeners. This will not only allow you to make the courses more and more useful and effective, but will also increase customer loyalty. Be sure to ask participants to write reviews of completed courses on your website or social media page.
Franchise and online platforms for the training center
Even if you plan to open an offline training center, you need to add an online component to its program in order to expand the audience and attract new customers. Modern special platforms allow you to do this easily and almost without investment.
For a small fee, you will not only get all the tools you need to conduct online training, but also the ability to receive payment and make additional sales. Many sites have a free period for holding several online seminars. You can easily and without investment evaluate the effectiveness of this form of training.
Also, to make it easier to start a business, especially if you have not worked in this business before, purchasing a training center franchise can help you. Often, companies that offer franchises provide not only already developed courses, but also clients, independently providing promotional activities for your training center, and also provide legal and accounting support.
Summing up, we conclude that the creation of a training center is a promising business, the potential of which in the Russian market is only being revealed. Efficient online learning methods can minimize investment, and engaging audiences will provide good returns.
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Profitability calculator for this business
Additional education is one of the most important requirements in all fields of activity. Therefore, highly qualified specialists are trained on an ongoing basis, constantly expanding and deepening their knowledge. Thanks to this, educational or training centers have become widespread. Opening your own training center is a promising idea that requires certain knowledge from the field of entrepreneurial activity and the availability of a competent business plan for the training center.
The purpose of the training center is to provide additional education or advanced training for specialists of various levels. In connection with such specifics, the main consumers will be individuals or organizations interested in receiving various educational services.
Most modern companies implement international corporate standards as the basis of their activities. This allows you to increase the level of professionalism of employees, improve the microclimate within the team and increase productivity, while increasing the quality of the company as a whole. Compliance with certain standards promotes employee motivation and retention, preventing employee turnover.
The main reason why new market participants should take up this type of activity can be called a significant increase in demand, as well as a lack of modern training centers that meet the requirements of modern society. At the same time, an increasing number of companies, especially international ones, are striving to meet existing standards.
As for the form of entrepreneurial activity, for a training center that claims to cooperate with large corporations, the status of a legal entity is more suitable. When forming an LLC, its creator actually declares his seriousness and reliability, confirming these qualities with a charter and the contribution of authorized capital. In addition, applying for a loan to a bank in the status of a legal entity, it is easier for the applicant to get a positive answer. The same applies to cooperation with potential clients - training centers, formalized as opening or closed joint-stock companies, are more trustworthy.
The process of registering an LLC includes the preparation of constituent documents according to the following list:
- - the charter, which will indicate the type of activity of the company;
- - the decision to establish an LLC;
- - decision on the appointment of the head;
- - minutes of the meeting of founders;
- - receipt of payment of state duty;
- — confirmation of the contribution of the authorized capital;
- — copies of personal documents of all founders.
These some other documents that may be requested from the tax service are submitted along with a completed application, which indicates the appropriate OKVED code for the selected type of activity. The main code may be 85.41 "Additional education for children and adults." But other basic and additional codes are also possible - it is important that the services offered correspond to the declared information.
Financial aspects of the business plan of the training center
An enterprise providing additional educational services, according to preliminary calculations, needs financing. The most rational way to get the necessary funds is to turn to lending. According to the provisions of the business plan, it will be necessary to obtain a bank loan of a commercial nature in the amount of 1 million 950 thousand rubles. This is the approximate size of the total cost of this project. The duration of the project from the moment of its launch until the company reaches the level of self-sufficiency will be 2 years. Taking into account the fact that the interest rate will be 14 percent, and payments on the loan will begin from the first month of the establishment of the center, the total amount of interest payments for this period will be approximately 123 thousand rubles. For the selected period, the overall economic effect will reach 9 million 242 thousand rubles.
Such figures can be obtained, given the fact that large training companies that rely on the long term can focus on an annual turnover of 1.5 billion rubles, subject to the conclusion of a contract of at least 3 million. But such centers must have highly qualified specialists who need an appropriate salary level, as well as a massive marketing campaign. Medium-sized training centers that do not claim to be premium-class trainers should expect that in the first year of operation, big profits should not be expected - during this period, all efforts and funds are invested in the development of the company, attracting qualified trainers and selecting a customer base. The main reason why most centers get a zero balance by the end of the first year is the lack of really big clients. This is logical - in the first 2 years, the company only earns a reputation in the market.
In addition to lending as the main source of new business investment, entrepreneurs resort to other sources of financing. Approximately 30% will fall on the issuance of bonds, 25% - the placement of shares on the stock exchange, 23% - the participation of financial investors and within 14% - own funds.
Such calculations can be obtained by analyzing the existing proposals in the industry, studying the pricing policy and comparing these data with the costs incurred during the opening and promotion of the company.
When planning the pricing policy of the future center, it is necessary to take into account all existing factors. Thus, the average price of an open curriculum is from 300 to 700 dollars. True, in elite organizations, the cost can significantly exceed this figure. Corporate programs will cost from 3 to 5 thousand dollars. Depending on the territorial features, the composition and intensity of training programs and the qualifications and reputation of trainers, the price indicator can significantly differ upwards.
The profitable part of the business plan is determined by several important features - the level of demand, the state of this market segment and the nature of the proposals of a particular organization. At the same time, in order to avoid bias in the calculations, the lowest profitability threshold should be taken into account, not forgetting the existing risks.
Taking into account that the period during which the company will reach the level of self-sufficiency and will bring a stable income will be approximately 2 years, you should prepare a plan for the volume of services provided during this billing period:
If the indicated financial results are maintained during the first two years and, in addition, the trend towards profit growth and an increase in the client base continues (in this case, the growth rate will be from 20 to 55 percent per year), the annual growth in sales volumes will reach 18 million rubles or more.
One of the main points of the business plan will be its expenditure side. If we take into account the most significant items of expenditure, we can draw the following conclusion:
| Item of expenses | 1 month, rub. | 12 months, rub. | One-time costs, rub. | Total for the year, rub. |
| Buying or renting premises | 93.8 thousand | 1 million 125 thousand | 187.5 thousand | 1 million 313 thousand |
| Purchase of equipment | 37.9 thousand | 37.9 thousand | ||
| Purchase of computer equipment | 81 thousand | 81 thousand | ||
| Creation of a website, hosting, purchase of scripts | 92 thousand | 92 thousand | ||
| Advertising expenses | 50 thousand | 600 thousand | 200 thousand | 600 thousand |
| Wage | 738 thousand | 8 million 856 thousand | 8 million 856 thousand | |
| tax payments | 236 thousand | 2 million 832 thousand | 2 million 832 thousand | |
| Unforeseen expenses | 93.6 thousand | 93.6 thousand | ||
| Total | 882 thousand | 10 million 880 thousand | 1 million 30 thousand | 11.5 million |
When drawing up a financial plan, be sure to take into account all existing risks. The most significant factors include:
- - high competition, which has a constant upward trend;
- — uncertainty in market trends;
- — high level of investment.
All of these factors, common to most organizations providing continuing education services, can be overcome by providing the highest quality of services and developing an effective marketing strategy.
The tax part of the costs will depend on two main factors - the chosen taxation system and the income that the organization receives. But in general, the list of tax deductions for the training center will be standard:
The conclusion that can be drawn as a result of studying the market for additional educational and training services is very optimistic: this sector is very promising and is constantly open to new participants. By properly organizing the activities of the company, it is possible to make it a highly profitable business with a tendency to constant development and expansion. Having calculated financial investments and expected income, you can pre-plan all the steps of creating and developing an organization in advance.
