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Benifits of Investment in Training

Benifits of Investment in Training

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Published by Abul Hasnat Opu

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Published by: Abul Hasnat Opu on Mar 04, 2011
Copyright:Attribution Non-commercial

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08/07/2014

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Benefits of investment in training
 
 
Contents
Introduction ................................................................. 2Importance of training ................................................. 4Training as an investment ............................................ 5Conclusion .................................................................... 9
Appendix
.................................................................. 10
 
I
ntroduction
 
T
raining and Development is the framework for helping employees to develop theirpersonal and organizational skills, knowledge, and abilities.
T
he focus of all aspectsof Human Resource Development is on developing the most superior workforce sothat the organization and individual employees can accomplish their work goals inservice to customers. All employees want to be valuable and remain competitive inthe labor market at all times.
T
his can only be achieved through employee trainingand development. Employees will always want to develop career-enhancing skills,which will always lead to employee motivation and retention.
T
here is no doubt that a well trained and developed staff will be a valuable asset to the company andthereby increasing the chances of his efficiency in discharging his or her duties.
T
rainings in an organization can be mainly of two types; Internal and Externaltraining sessions. Internal training involves when training is organized in-house bythe Human resources department or training department using either a senior staff or any talented staff in the particular department as a resource person. On the otherhand External training is normally arranged outside the firm and is mostlyorganized by training institutes or consultants. Whichever training, it is veryessential for all staff and helps in building career positioning and preparing staff forgreater challenges. Employers of labor should enable employees to pursue trainingand development in a direction that they choose and are interested in, not just incompany-assigned directions.Companies should support learning, in general, and not just in support of knowledgeneeded for the employee's current or next anticipated job. It should be noted that the key factor is keeping the employee interested, attending, engaged, motivatedand retained. For every employee to perform well especially Supervisors andManagers there is need for constant training and development.
T
he right employeetraining, development and education provides big payoffs for the employer inincreased productivity, knowledge, loyalty, and contribution to general growth of the firm. In most cases external trainings for instance provide participants with theavenue to meet new set of people in the same field and network.
T
he meeting willgive them the chance to compare issues and find out what is obtainable in eachother's environment.
T
his for sure will introduce positive changes where necessary.

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