Training and development would be beneficial for both businesses and employees. Why then are some organizations and individuals reluctant to invest in training? This essay attempts to understand the benefits of training for businesses and employees and why some organizations and individuals are not willing to invest in training. The essay will define training and development, identify four types of training, discuss the benefits of training for businesses and employees, and discuss the reluctance of individuals and organizations to train. There are multiple definitions of training and development described in several literatures, which define the two factors as singular entities that operate independently. There is therefore a clear distinction between training and development, which is described in more detail below. Grugulis (2007) suggests that training and development can take place over several years or over a day; this may involve introducing a worker to an organization, its health and safety practices; a break for workers in an organization who are excluded from more flexible or perhaps boring tasks. Training is often seen as increasing the effectiveness of employees in their position in a given period while development takes place to improve employee skills over time. a long period of time; it is an ongoing practice that is reinforced by one-off events such as training consistent with the organization's future strategy (McDowall & Saunders, 2010). According to the Chartered Institute of Personal Development (CIPD, 2010), training is defined as “an instructor-led, content-based intervention leading to desired behavioral changes” and development is “a longer process of... . middle of paper ... over time which will improve the skills and performance of employees and for the organization, it will improve its reputation and reduce employee turnover. In conclusion, training and development is important to both businesses and their employees and the benefits of training outweigh the reasons for both parties' reluctance to train. Employees whose skills are underutilized and undervalued by their employer must inform their employer during an assessment session. Before getting involved in training, I suggest employers identify a need for it in their organization and view it as a solution to their problems. Employers should not delay training because it is difficult to measure the effects. Instead, employees should view training as an investment and use performance appraisal to measure the effects of training and track their employees' progress...