This post was originally published on the HumanCapitalist blog. Included here is the lead and a link to full post.
When companies are forced to slash costs, budgets allocated for employee training tend to be among the first on the chopping block. For many managers and executives, making training cuts seems like a relatively pain-free way to reduce expenses in the short term. Long-term, however, cutting back on training programs can hurt a company’s recruiting practices and send the wrong message to existing employees.
It seems that companies are catching on. According to the research firm Bersin by Deloitte, organizations spent 12 percent more on corporate learning and development in 2012, despite the still-sluggish economy.
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