Consequently, it is important that general trends within the institution, the local business community, and the state be closely monitored. Those responsible for managing the Center must never lose sight of everyone, both on-campus and off, who has a vested interest in the services it provides. For example, employee training programs are usually the first items to be eliminated when production demands increase or corporate profits decrease. Indeed, during times of financial distress, employee training programs are often severely curtailed or eliminated altogether. It is important to understand that the purpose of employee training programs is not to give management a warm fuzzy feeling about the good things it is doing for its employees.
Companies are in the business of turning a profit.
This is their primary objective and it tends to prioritize resource allocation. Even successful training programs are often scaled back during lean times. It must be able to justify its existence even when demand for its services decreases and it does not generate large amounts of revenue. In conclusion, the Center for Training and Development is essentially a business. But it is a business which must operate within the parameters established by the mission of the institution in which it is housed.