Why Are Organisations and Individuals Reluctant to Invest in Training

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Training is mostly for a specific job or task and it is short term while development is long term and it encompasses general operations. Training, on the other hand, is technical, unlike development which is more theoretical. Many profit-making organizations have their end goal being increased productivity translates to increased profitability. Bearing this in mind and the immense benefits that accrue organizations, many are still reluctant to invest in this endeavor (Gratton 2007). As mentioned earlier training and development of employees has numerous benefits to both a firm and its employees. One of the key benefits is that it results in higher productivity thereby increased profitability. Employees’ morale is improved which makes them identify more with the profit path and the specific goals of a business. Due to improved performance, the firm creates a positive image in the process (Boxall amp. Purcell 2007). This, in turn, offers it a competitive edge over its rivals thereby being able to acquire a sustainable market leadership position. In the course of training employees, better relationships are created between them and their superiors which is a powerful motivating factor. Employees are easily satisfied when well trained which also helps in lowering turnover. High turnover in firms destabilizes their attainment of set goals and objectives. Due to the increased profitability, there is a high likelihood for there to be more extrinsic motivational policies including more benefits, better salaries, performance-related rewards and many more (Cameron 2006). Employees also like to be associated with a high performing firm and this improves their self-esteem. For a firm, there is a reduction in costs as employees who have successfully gone through training and development require less supervision. Well trained employees are usually independent in action as well as in thought and are highly responsible.