Training as an investment this article refers to the training of personnel costs, since many times the training in companies is viewed as an expense, not an investment, as it should be. Managers increasingly demand more, want more knowledge, more skills, more efficiency, but not give subordinates the tools needed to develop. Do it is important to be able to use this medium as a competitive advantage, what happens if the learning is obtained, become actions?, would be interesting not? Generally companies seek cheap, only for muddle trainings, do not serve, must have a purpose clear and they should not only by covering any requirement of law or that it occurred to someone. When can there be training?, usually when there are areas of opportunity, if customers are asking something that we may not give them, maybe is time to invest in training, when you add value to the company and to the personnel who will participate. Now, more that never, in this global and competitive world, people requires more preparation and training, so it is necessary to companies to invest more in its human capital formation. Currently, companies that have a Department or training area, do not generate the value and growth in order to translate the needs of customers and turn them into opportunities for learning and development, being a strategy, perhaps the best, and one that could make a difference with the competition. One author argued that training must be understood as a process where both the company and the consultant, share responsibility for achieving the objectives.
Pretend a workshop to solve all the problems is deceive himself and spend their money, a sustained program of medium and long term is required. (Martin Alcandre Payat, 2010). Implement training in a company does not mean to immediately increase your productivity by magic, as all process, requires time and above all, of the willingness of all those involved in the changes that are required.