1. 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.

2. 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.