Training and Development of Liyasara

Noe, says that organizations that embrace training and development practices are able to retain their customers, suppliers, employees, shareholders and other stakeholders in the long run as they are deemed more trustworthy and better custodians of the interests of the various stakeholders. This translates into better financial performance for the business.

Myles, states that a company that seeks to train and develop its employees well and reward them for their performance has its employees, in turn, are motivated and thus are more likely to engage in their work hence improving their performance and loyalty to their company. These same employees being the point of contact with customers will provide better service, leading to more repeat business and more referrals from satisfied customers.

The increase in sales through repeat business and referrals will translate into an increase in business profits thus improving shareholders' investment. The shareholders are therefore benefiting from the increased returns on their investment and may choose to increase their investment into the business. This example illustrates the _virtuous circle' as described by Lisk where there is a reciprocal relationship between training and development and performance. 

Learner, conducted an eleven-year study and found that organizations with cultures that emphasized training and development and ethical values in every area with regards to employees, customers, and stakeholders, as well as leadership from managers, outperformed companies that did not have this cultural characteristic by a huge margin. Seligman stated that where values are clarified and shared, productivity and job satisfaction increase.