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Firstly, any organisation starting with this premise is already on the wrong path. Training is not a 'cost' but an 'investment'. There is no alternate for sustained performance and growth other than training employees for skills and developing them on intangibles aka behavioral attributes. The concern for ROI of training is also addressed when the training is carefully planned and well excecuted.
Most employees have some weaknesses in their workplace skills. A training program allows to strengthen those skills that each employee needs to improve. A development program brings all employees to a higher level so that they all exhibit appropriate behaviours and attitudes in the workplace.
An employee who receives the necessary training is better able to perform his/her job. He becomes more aware of the right practices and procedures to follow in order to deliver on his basic tasks. The training also boosts employee's confidence enabling him to deliver quality output faster. This can be a great competitive advantage of any organisation.
Consistency is the hallmark of excellence. Contrary to common belief mediocrity stems from inconsistency and not complacency. Training and development ensures consistency in employee performance and in turn low variance in organisational performance. Line managers and supervisors are the catalysts to training need identification and employee development initiatives.