Research Paper on:
Employee Training - Expense Or Investment

Unformatted Sample Text from the Research Paper:
job satisfaction and in turn, they will improve employee retention. Many, perhaps most of these conclusions on based on anecdotal evidence rather than on empirical evidence. Other documents report that  different kinds of training programs have shown a positive return on investment. There are far fewer of these kinds of reports than there are of anecdotal reports. Organizations have faced  numerous challenges in the recent past. Most have had to trim their budgets. To do so, companies have laid off people, reduced benefits and reduced employee training and development programs.  Others have actually increased training opportunities for their workers. If companies really believe that employees are their most important asset, then, they must take steps to keep and develop their  workforce. It has become a bit of a clich? for company executives to say that people are their greatest asset. If they really believe it, they will institute programs that  will allow their employees to learn and grow. This requires them to determine what types of training programs would be most beneficial. The next step is to develop and offer  these kinds of programs. This proposal asks the question: Are employee training and development programs an expense or an investment? Research Background Numerous authors have stated that employee training  programs add to the value of the organization. Authors insist that these programs represent an investment and not an expense for the company (Owens, 2011; DAngela, 2998; Lallande, 2008; Grossman,  2006; Essex, 2005; Sugrue, 2005; Daniels, 2003). Employee training and development is a huge expense for organizations. If it does not achieve the expected results, it is a waste  of money (Daniels, 2003). At that point, it becomes an expense and not an investment. The goal of training is not for participants to have a warm, fuzzy experience, it