role of trainig in growth of the organisation

Of course, there is no NO to this question!
Training is not only require to upSkill the talent pool, but to direct them with the right kind of career. Career discussions are targeted to develop a person in his/her competency, so that  he/she can be put to the right kind of job at the right time. And that's what PCMM is all about.

It is also necessary to meet future Business requirements or to build a backup for existing ones. Cheers!

Theere are various benefits of in training of employees for an organisation.

Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

It helps to provide an opportunity and broad structure for the development of human resources' technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

It helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

It helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

It helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

All these things greatly benefit an organisation in the long-term.

Thanks for raising such an interesting topic for debate. I would also agree that training plays a vital role in the growth of the organisation. Developing a role in training is important for an employers' organization for several
reasons. First, it enables the organization to contribute to the development of a country's human capital, through its influence on education policies and systems and training by public training institutions, to better serve business needs. It also enables it to influence employers in regard to the need for them to invest more in training and employee development - which employers
should recognize as one key to their competitiveness in the future. Second, it provides an important service to members, especially in industrial relations in respect of which sources of training for employers in developing countries are few. Third, it is an important source of income provided the organization can deliver relevant quality training. Fourth, it compels its own staff to improve their knowledge without which they cannot offer training to enterprises
through their own staff. Fifth, the knowledge required for training increases the quality of other services provided by the organization - policy lobbying, advisory and representation services.
Sixth, it contributes to better human relations at the enterprise level and therefore to better enterprise performance, by matching corporate goals and people management policies. Finally, it improves the overall image of the organization and invests it with a degree of professionalism, which can lead to increased membership and influence.

The whole ideology of Training & Development is getting reframed in the current situation. Trainings doesn't ensure productivity in an organization directly, rather it facilitates its employees to meet their productivity in an organization, which is a time consuming process.

In this recession period, T&D comes first to the minds of the management when they think about cost-cutting. The reason being, T&D doesn't provide immediate results. But its results are sustainable, which most of the management do not encourage during crisis time. Is this a healthy sign for the growth of an organization?