Investing in training and development : Turning interest into capital

Training and development is a critical issue in contemporary business and education environments. Recent years have seen remarkable changes and increases in training activities. There have been several new government initiatives, greater expectation of training provision from staff, and a growing recognition that the workplace itself is a significant arena for learning and development. But how do organisations meet the new requirements and benefit from them ? Drawing on extensive research work with many different organisations, the author gives a well-balanced account of organisations needs, and practical ways to address them. The two main themes are, first, that training and development should be seen as an integral part of the organization's strategic and business plans and not as a short-term cost. Secondly, that organisations and staff can effectively use their existing resources to address their own training and development needs. The five important strategies are: project teams and action learning;mentorship;counseling and coaching;self-development opportunities and greater involvement of line managers as trainers and developers. The concepts of the learning organization and empowerment, and their application to helping organisations to grow and cope with change, are discussed and developed. A number of case studies are given. This interesting and authoritative book will be valuable reading for training and HRM directors, senior and middle management in all organisations, and educationalists.