Question: Training and development is one of the basic HRM functions in organizations. However, besides its value as one of the core functions in HRM there

Training and development is one of the basic HRM functions in organizations. However, besides its value as one of the core functions in HRM there are still debates on its contribution. For example, some Managers believed that training and development is a cost for organizations and other think it is an investment. What is your stand about this debate? How do you think organizations could make training and development an investment rather than a cost? Justify by giving practical examples?

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