About Management of Training and Development
There are two organizational standpoints that can be adopted when considering training and development: training and development is a cost the organization needs to bear; or training and development is an investment the organization needs to make. The first approach leads to training and development being regarded as a ‘‘grudge purchase’’ along with insurance and security. In such organizations the outlay of resources (money, time, etc.) on training and development will be resented. It is not only those whose budgets have to pay for training activities that will become resentful as their feelings will percolate down to those being trained and developed. Training and development may be perceived as a waste of time and effort by those it should be helping. The second approach – training and development as an investment– is much more holistic. Whatever field of activity the organizations in, training and development is an activity that will give the organizational competitive advantage.