Is Training Necessary?
Yadav L. Ram1, Rai R. S2, Srivastava Sanjay3, Teena Bagga4
1Yadav L. Ram, Research Scholar, Amity Business School, Amity University, Noida (Uttar Pradesh), India.
2Rai R. S., Professor, Decision Sciences, Amity Business School, Amity University, Noida (Uttar Pradesh), India.
3Srivastava Sanjay, Professor, Organization Behaviour, Vice-Chancellor, Manav Rachna International University, Faridabad (Uttar Pradesh), India.
4Teena Bagga, Professor, Amity Business School, Amity University, Noida (Uttar Pradesh), India.
Manuscript received on 10 May 2019 | Revised Manuscript received on 19 May 2019 | Manuscript Published on 23 May 2019 | PP: 1519-1525 | Volume-7 Issue-6S5 April 2019 | Retrieval Number: F12700476S519/2019©BEIESP
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: HR function in any organization is keen in training and development of employees through numerous interventions to effectively utilize the human potential to the maximum advantage of employee, organization and society at a large[6]. At the same time, it is not uncommon to see, training budgets getting curtailed, training function getting rightsized, training being given the last priority etc. Today, before deciding to invest into training and development of employees, authorities do ask this question – What would be the return on training investment?“Is Training Necessary?” This paper is aimed at exploring the answer to this question[17]. If yes, Why? If no, Why? Figuring out the probable reasons why this question arises and making recommendations to make training and development efforts more effectiveso that organizations can obtain desired business results.
Keywords: Training, Training and Development, Impact of Training, Business Results.
Scope of the Article: Social Sciences