Introduction
Arguably, it is possible to tentatively or entirely sideline the concept of investing in workforce training and development. The principle argument or line of thought states that the process cannot be quantified financially from an investment angle when calculating ROI (Return on investment). However, research on employee training has proven that although the program is costly in the initial phase, the outcomes are very formidable to the progress, growth, competitive advantage and increased returns to the firm (Barrett & O’Connell, 2001). In light of return on investment and employee training and development, I would like to present the following ...
