What should the organisation do if senior managers are reluctant to invest in learning and development programs for their staff members and they are concerned about the amount of time staff members may need to be away from the workplace to participate in training programs?
HR Managers should take the following approaches when dealing with this issue:
- Reinforce the link between learning and development and achievement of the organisation’s strategic and operational objectives.
- Endeavour to promote learning and development as an important recruitment and retention tool that will help the organisation secure and retain highly skilled and knowledgeable accounting and finance professionals.
- Outline the tangible benefits of learning and development to managers, e.g. acquisition of current industry knowledge and skills, the appeal of highly skilled and knowledgeable employees to customers and clients.
- Also try to show managers how learning and development can assist in turning around poor performance in staff members.