One of the shortcomings of the traditional approach to the diagnosis of training need is that managers are looked at individually while the organisation, as such, is not considered to have needs. But organisations do have needs and possibly there would be less resistance to spending money if it was seen as being for the benefit of the organisation and not just for individuals. Because there is always the chance that individuals may leave, training is thought of in altruistic terms and something of a gamble but there are good reasons of self-interest for developing the organisation by the only way possible — through its people.
KeywordsOrganisation Structure Succession Planning Wastage Rate Manpower Planning Power Game
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