training / qualification of employees, according to the drought crisis in the company back more an issue. When discussing the distribution of training budgets, a variety of viewpoints and arguments come into play.
is of course the issue of education and training located in several dimensions - personal objectives as part of employee appraisal, qualification as an Application incentive for potential employees, etc.
However, I would like from the perspective of a "number of people" on an essential aspect. Training budgets are - as all the resources a company - is limited. Therefore, these budgets are also subject to the categories of "effectiveness" and "efficiency".
The most important step in resource allocation to the effectiveness (the effectiveness of training measure is a separate chapter). This brings us inevitably to the question of the strategic role of a Qualification and the resultant priorities.
I recall the logical chain in strategy development
means that the skills required of employees and the strategic relevance resulting from the process requirements (example):
This is also the allocation of the budget components derived logically consistent - even although there is benefit-oriented access sober seem cold-hearted.
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