Employees are less likely participate in job training if voluntary
Sweeney and Martindale 21 (Joseph P. Sweeney is a professor of Instructional Design and Technology at University of Memphis, Emery T. Martindale is a professor of Instructional Design at University of Memphis, “Increasing Employee Participation in Voluntary Training: Issues and Solutions,” 12-21, https://members.aect.org/pdf/Proceedings/proceedings12/2012i/12_21.pdf) [MO]
Voluntary training is typically a part of a company’s strategy to improve employee knowledge, skills, and job performance. However, it can be difficult to get employees to participate in these programs because they are voluntary. Increasing participation in these training programs not only increases organizational effectiveness, but also is of benefit to the individual employee. Voluntary training can be a win-win situation. Also, if the company infrastructure for web-based training is present (networks, computers, learning management system, etc.), the cost of providing the training opportunity is relatively low. Problem Statement Problem: Companies desire to increase employee and organizational capabilities via voluntary trainining, but in many cases and for various reasons employees do not participate.