Training does not come without some expenses but it’s a tradeoff where the benefits clearly be

greater than the costs. Investing in training increases employee engagement, retention and customer
loyalty. Trained employees will be better equipped to perform their duties and they learn to develop a
rounded set of skills that will help them contribute more to the organization. They feel engage and when
they do, their employees believes them and keeps investing in them. Training also helps to increase
revenue, which comes in the form of accelerated sales growth and higher productivity. Training should
be viewed as an investment rather an expense because it helps an organization to create a pool of
capable employees and out of this bunch they can pick the employees that are most suited for a
promotion. Also as these trained employees would already have an experience working in an
organization, they’ll quickly get a hang of their roles and responsibilities and the saved time can be
invested in other important business functions.

HR Strategies considerate Talent Management is how the organization intends to win the war
to talent, how employers recruit and develop a workforce that is as productive as possible and likely to
stay with the organization in a long term, this strategy can help improve the overall performance of the
business and ensure that it remains competitive. Second is Continuous Improvement providing for
focused and continuous incremental innovation sustained over a period of time, most employees will
come into a job with a particular set of skills and competencies and develop some more in their day to
day work. Offering them the opportunity to build upon those skills with courses and training is just one
way they strengthen their existing skills and develop some new ones. Third is Knowledge Management
which is focus on creating, acquiring, capturing sharing and using knowledge to enhance learning and
performance the primary goal of knowledge management is facilitating the connection of staff looking
for information, or institutional knowledge, with the people who have it. It often refers to training and
learning in an organization or of its customers. It consists of a cycle of creating, sharing, structuring, and
auditing knowledge to maximize the effectiveness of an organization’s collective expertise. Fourth is
Resourcing is about attracting and retaining high quality people A resourcing strategy will help a
business get the right people with the right skills into the right roles at the right time. It's concerned with
how they recruit, retain, upskill, and support staff - so your business is equipped with expert employees,
bringing their game to everything they do. Fifth is Learning and Developing is which providing an
environment in which employees are encouraged to learn and develop. It is also a continuous process of
encouraging the professional development of your employees. It involves analyzing skills gaps in your
business and designing training programs that empower employees with specific knowledge and skills
that drive increased performance. Fifth is Reward is what the organization wants to do in the longer
term to develop and implement reward policies, practices and processes that will further the
achievement of its business goals and meet the needs of its stakeholders. And lastly is the Employee
Relations which is the intentions of the organization about what needs to be done and what needs to be
changed in the ways in employees are managed.