Human Resource Management Essay

2518 Words 11 Pages
Training and development is said to be beneficial for both firms and employees. Why then are some organisations and individuals reluctant to invest in training?

This essay attempts to understand the benefits of training for firms and employees and why some organisations and individuals are unwilling to invest in training. The essay will define training and development, identify four types of training, discuss the advantages of training for firms and employees and discuss the reluctance of both individuals and organisations to training.
There are multiple definitions for training and development depicted in several literatures, which define both factors as singular entities which operate independently. There is thus a clear distinction
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Although there are many different types of training methods, only four approaches to training are defined in this essay. Firstly on-the-job training as proposed by CIPD (2010) is the process whereby individuals attain skills and knowledge within the workplace, whilst also putting those acquired qualities into practice, therefore increasing employee expertise and credentials. The second form of training is through formal training; OECD (2010) defined formal training as taking place in a formal setting. It is specific, structured and has a clear training outline. The third form is known as online training otherwise known as e-learning is carried out via the internet mainly to train employees and it is often used by firms due to its flexibility (CIPD, 2010). Finally, off-the-job training occurs outside the work environment (CIPD, 2010).
Training has many benefits for both employees and employers in an organisation and they are discussed below.
With regards to employees, one of the advantages of training is that it’s an investment in the employee. Research findings by Xiao (2001:575) argued that employee training resulted in an improved job performance, higher productivity and increased earnings; which increased the future job prospects for employees (Barrett and O’Connell, 2001:21). This is with respect to ‘human capital theory’ by Becker (1964, cited by Xiao, 2001) who suggested that training is an investment in