Question 1

Isn't training just an expensive cost that businesses should cut when times are hard?

Accepted Answer

This is a common misconception. While training has direct costs, it is an investment. Effective training can lead to higher productivity, improved quality, greater employee motivation, and lower labour turnover. Cutting training can damage long-term competitiveness and result in higher costs from mistakes and staff replacement.

Question 2

Is on-the-job training always cheaper and better than off-the-job training?

Accepted Answer

Not necessarily. While on-the-job training has lower direct costs (no travel or course fees), it has hidden costs like lost output from the trainer and trainee. Its effectiveness depends on the trainer's skill. Off-the-job training, while more expensive upfront, provides access to specialists and new ideas, which is essential for complex skills or senior management development. The 'better' method depends entirely on the specific training need.

Question 3

Is the only purpose of an appraisal to tell an employee what they are doing wrong?

Accepted Answer

No, this is a very narrow and outdated view. A modern, effective appraisal is a two-way dialogue. Its primary purpose is constructive: to recognise achievements, identify development opportunities, agree on future objectives, and uncover any support the employee needs. It should be a motivational tool for career development, not a purely critical process.

Training and development

What you need to know

Training and development