The Economic Crisis Of The Financial Systems Within Developed Countries Affected Economies Across The World

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

Training provides a series of planned learning experiences for individuals and builds their technical skills and business competencies. Training also helps to improve efficiency and can motivate employees to do well. This helps to make positive changes to the way in which they work and make decisions. Development helps individuals use the training to meet their individual needs and ambitions. By training and developing its staff well, Marks & Spencer is in a position to develop a competitive advantage over its competitors [3].

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,

This article clearly exemplifies that training development amongst employers and employee should be well structured and focus on the impact of an employee’s job performance and the workforce.

The global financial crisis of the recent past has been the subject of much commentary, investigation, and debate from people around the globe and from all walks of life. Despite the fact that politicians and armchair policy makers have gone round after round in debates regarding the causes and the ultimate effects of this worldwide economic downturn, the real effects of the recession on individual organizations can be difficult to ascertain. Different companies are impacted in different ways and to varying degrees based on a variety of factors, of course, but it is still quite useful to examine some particular instances of the recession's impact in order to come to a more concrete understanding of what a financial crisis and tightening of capital means for business organizations around the globe, operating in various sectors.

All around the globe communities, no matter the race, have been experiencing a drastic crisis. A crisis so drastic the youth of the world, in some cases, are being deprived of the nourishment they need to survive. Families, which have been residing in the same area for generations, are being forced out of their homes. The financial crisis the United States experienced in 2007 not only effected the United States, but the rest of the world as well. The last time the world saw such an enormous crisis was during the great depression, which lasted nearly 10 years, from 1929-1939. The rich became more wealthy and powerful, while the poor, who make up the majority of society, lost everything they owned. The average family struggled to make ends meet, causing the production of material items to slow down. Because of this, factories, along with other types of big businesses, began to close their doors. Once doors closed, men and women began getting laid off, which essentially led to them losing their jobs all together. Job loss led to a lack of steady income, which made it nearly impossible for families to pay their mortgage and loans. Big Men who were on top, or in power, were more worried about collecting debt than boosting the economy. I believe these same Big Men were the reason society saw the market crash in 2007. With saying that, I will be discussing what lead up to the market crashing, along with why the market crashed in the United

The recent Global Financial Crisis (GFC) initially began with the collapse of credits and financial markets, which caused by the sub-prime mortgage crisis in the US in 2007. The sub-prime mortgages were given to high-risk lenders (with bad credit history) who were in danger of defaulting, which eventually caused a global credit crunch, where the banks were unwilling to lend to each other. In October 2008, the collapse of the major financial institutions and the crash of stock markets marked the peak of this global economic slowdown (Euromonitor International, 2008).

The purpose of this paper is to examine additional trends that are believed to influence the future of training strategies, from a personal aspect, and base on future social, economic, political, and/or technological factors. Provided, will be the rationale for the belief and evidence supporting the statement of the thought that organizations are starting to move from a training perspective into a performance perspective instead, since training should not be for the sake of training, rather to improve overall job performance.

In September and October 2008, the US suffered a severe financial dislocation that saw a number of large financial institutions collapse. Although this shock was of particular note, it is best understood as the culmination of a credit crunch that had begun in the summer of 2006 and continued into 2007. The US housing market is seen by many as the root cause of the financial crisis. Since the late 1990s, house prices grew rapidly in response to a number of contributing factors including persistently low interest rates, over-generous lending and speculation. The bursting of the housing bubble, in addition to simultaneous crashes in other asset bubbles, triggered the credit crisis.

Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the

Analysis of “The Global Financial Crisis: Causes, Effects, Policies and Prospects” Dominick Salvatore, Journal of Politics & Society, Columbia University

It has been a general agreement that training and development is a good thing and that it increase productivity, but the question is “how much? It is even difficult to show causal link between HR development and national /organizational performance partly because pay off from development may not be seen in the short term. It is also difficult to tie-down performance improvement to the development itself and to

Training and development are activities organizations use to increase the performance of its employees. Organizations use new techniques and knowledge to improve the attitudes, skills, and techniques of the employees in order to improve daily responsibilities. Training and development are essential to every field in the business industry. Training and development are required to be successful in the business environment. Employees are able to keep up with trends and technology as they change. Training and development has positive effects that impact the success of organizations. Employees adapt to new technologies, employee morale and motivation is increased, productivity and efficiency is increased, and decreases liability.

This research focuses on the impact of training and development on employees’ performance in the banking industry using Zenith bank plc as a case study.