If a high potential is sent to an expensive - out of company management training to learn the first basic management principles... would you as HR Business Partner let employee sign a "trainee contract" as a return of investment?

To ask the trainee sign a “Trainee contract” may be easy but to measure “return on investment” is really challenging. Relevant training is always good and it enhances the skill of the trainee. However, the supervisor and HR Manager shall check thoroughly and decide whether the perceived benefit of proposed training outweighs the cost. If yes, they can agree to send the trainee for training. If not, the supervisor and HR manager shall look for alternative approach /training module where the perceived benefit shall outweighs the cost

it is dependent which kind of level of admin. and budget with training maps