Training in smaller firms
A critical element of the contemporary employment relationship is training, learning and development. This activity is vital to improve the general stock of skills within an economy but also forms a key part of the ‘employment package’ for individuals. The opportunity to engage with appropriate and effective training and development not only enables employees to add value to their own stock of human capital, it also contributes to the notion of being valued by the organisation. Consequently, firms which offer employees opportunities to develop themselves, their skills and competences are more likely to retain key workers, be more attractive as employers and become more productive (Harrison, 2002).