TRAINING Some firms see training as a core element of HRM. It is seen as a key to improving employee attitude, motivation and performance. Others value training with less esteem, taking the view that ‘if they can’t do the job already, why are we paying them?’ ‘Some firms feel they can’t afford to train their workers, others feel they can’t afford not to’. Benefits of training Improved employee performance and, therefore, competitive position of the business Improved employee motivation Vital component of HRM Help attract and retain good workers (also help internal promotions) Create a flexible workforce Help to introduce new technology and production processes Reduction in accidents, turnover and absenteeism. Costs of training Opportunity costs Absent employees may harm the organisation Once trained there is a higher risk of poaching.

A firm is more likely to invest in training if: It thinks long-term Quality and innovation are important Staff lack required skills Managers believe in staff development Finance is available Competitors are investing Economic conditions.