Challenging Attitudes to Learning and Development
The driving force behind designing learning and development for return on investment is that too often learning and development is a function that is relegated to a cost on the organization’s balance sheet. This placement of investment in the development of employees as cost burden is curious when considered in the context of other forms of capital investment, which is measured in terms of value being created.
However, business leaders are beginning to change their attitude as to the competitive advantage provided by their human resource, specifically in regards to the increasing requirement for organizations to deliver new knowledge, creativity, and innovation to survive the fast moving, ...
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