Training and development is said to have a positive impact on both companies and employees, this essay will explain the terms “Training and development” and will examine the advantages and disadvantages for the employer and employees. One of the major limitations of “Training and Development” is the way in which the impact of training and development on productivity and profit for organizations and individuals is measured. This essay will therefore attempt to address the question “Why then are some organizations and individuals reluctant to invest in training?” as training and development is said to be beneficial to both parties. Assuming that the long-term benefits of training and development can be measured by quality or profit, the benefits to both employee and employer will prove satisfactory. A relevant point that will be highlighted is that more research needs to be done on the benefits of investing in training and development for both parties and how this positively influences productivity. The literature on human resources sees training as the "vital component" in cultural organizational processes. change and an important behavioral device in terms of ensuring workforce commitment (Keep 1989). It also refers to it as the process of teaching specific skills at a certain time, this could be on-the-job training or off-the-job training, whether academic or online. (Laird et al. 2002) goes further by defining it as the acquisition of technology that enables employees to work according to standards. Not all education researchers distinguish between training and development; they can be interchangeable and tend to overlap. For (Nadler, 1970) in his Developing Human Resources, defines development as the preparation of the employee so that he can... halfway... his own capabilities. For example, in the UK, 77% of jobs are in the service sector, which is mainly focused on low-paid, low-skilled jobs. In conclusion, this essay has highlighted the benefits of training and development for the employee and the employer. However, at its peak, most benefits are suited to companies that have quality, whose point of reference is not cost, being one of the reasons why most companies do not train. The essay went further by attempting to answer the question of why some organizations and individuals are reluctant to invest in training, highlighting that despite all the potential benefits of training and development it is not easy to evaluate the benefits and contribution it makes to the individual and to organizations. as discussed above. Employers are largely involved in a low-value-added services market and do not necessarily require a large skilled workforce.