Busy Signals, Unlimited Essay

“An asset is a resource controlled by the entity as a result of past events and from which future economic benefits are expected to flow to the entity.” (Myburgh, et al., 2013)

When companies train their employees well, they equip their employees with the necessary skills to perform well in their roles. This in turn translates into higher productivity because employees will be able to complete tasks more efficiently and effectively. The quality of work that employees create will also be higher because the training programs will teach employees how to perform well and fine-tune their skills and accuracy. For example, IBM's e-learning program for new managers, Basic Blue, costs $8,708 per manager. The company has measured an improvement in each new manager's performance worth $415,000. For every $1 that IBM invests in Basic Blue, it receives almost $47 (HRM 154). Therefore, if businesses want to gain a high return on investment, it is imperative that they also invest in training their employees. In our simulation, we had hired and promoted roughly 50-75 workers in each quarter of our first three quarters. However, we decreased the training budget each quarter, despite our increase in workers hired and promoted. This decrease in training investment led to a high accident rate and low quality index. When we spent larger amounts in training workers, and in the different training programs, there were direct correlations between increased training costs and the different outcomes intended of the

Employee training not only contributes towards benefiting individual, but also to the organization, allowing it to continue operating effectively. Improved profitability and service delivery (Morrison et al.2010)

Assets that are constructed or otherwise produced for an entity’s own use, including assets constructed or produced for the entity by others for which deposits or progress payments have been made.

Assets are things that a company owns that have value. This usually means they can either be sold or used by the company to make products or provide services that can be sold. Assets include physical property, such as plants, trucks, equipment and inventory. Assets also include things that can't be touched but nonetheless exist and have value, such as trademarks and patents. Cash itself is an asset, as well as

However, assets can be categorized into fixed assets and intangible assets. Fixed assets are tangible assets acquired by the business used in operations like property, plant and equipment. Intangible assets are assets of value without physical substance that are used in business such as licenses, patents, trademarks, copyrights and ect. The intangible asset is defined as ‘an identifiable non-monetary asset without physical substance’. (Deegan 2010) An asset meets the identifiability criterion when it is separable i.e. is capable of being divided from the entity and sold, transferred, licensed, rented or exchanged, either individually or together with a related contract,

These liabilities are described as what the business or organization owes such as accounts payable, payroll taxes due, notes payable, and mortgages payable are all liabilities. Assets are economic resources that have expected future benefits to the business (Baker & Baker, 2000). It is described as what the business or organization owns or controls. This can include cash, accounts receivable, notes receivable, and inventory.

Assets are the resources that the organization has and the money generated. Liabilities are resources that are owed for services, supplies and other things that the organization has acquired. The ideal goal of any business is for the assets to be greater than the liabilities (Cleverly et. al.).

With proper training, employees can gain an adequate knowledge concerning their field and attain more skills which will be beneficial not only for them but also for the success

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

Assets are any things your business claims. Liabilities are payment installments your business needs to make. Equity is the sum your business ' shareholders own. On a balance sheet, the assets are in a perfect world equivalent to, or offset, the liabilities and the equity (Sage, 2015.)

Human resources are the primary concern of all businesses in the world, for without the engagement of human intelligence, fortitude and resourcefulness business is all but lost to the competition. The basic resource in any company is the people that are employed to do the tasks assigned to them to meet the customers demand for new, improved products and services. Training and development of the human capital has evolved from the hands-on approach to technological classroom and virtual training. Globally the evolution in training is moving rapidly but the capital to provide comprehensive training is often restricted and funding is challenged. How does a corporation measure the training and development of their human capital? Can an organization establish realistic goals and provide a clear method of accounting for training in relationship to the business strategy? It is my goal to address these questions by first looking at a brief history of human resource accountability, then exploring the key components, variables and obstacles of the Return on Investment evaluation method.

Investing in employee training can be more effective than competing for outside talent. Setting a training budget to develop talent within the company can be the most cost-efficient option for furthering a company. When launching additional training for employees, first determine

Companies consist of both intangible and tangible assets and each has an impact on the success of the company. The tangible assets are things that you can physically see. Examples include buildings, inventories, and equipment. Intangible assets are the assets that you cannot see or touch like money, intellectual property, patents, company reputation and human capital (Lev,2004). Human Capital consists of employees and their skills and

Every employee provides a company with a different level of knowledge. Some employees have more education than others, and through the advancement of their education, they can learn with advanced training; just as those with a depth of work experience are an intangible capital. Part of determining the human capital is to consider the return on investment. Specifically, human capital is made up with learning, operating costs,