First of all, the storage time is different. Money and things are consumables, and they don't exist after employees consume them. The shelf life is extremely short. The knowledge that training brings to employees is different. Knowledge can be stored in the minds of employees for a long time. It is a "durable product", which employees can use repeatedly year after year, and the more flexible it is, the richer it is.
Secondly, the value-added ability is different. Although money can generate money (such as interest and investment income), enterprises give money and things as benefits to employees. After all, the quantity is limited. How much value can it add? Knowledge, on the other hand, has continuous value-added power, which is beneficial to both enterprises and employees.
Third, employees feel different. When giving a small amount of money and goods, employees will think that this is the "welfare" they deserve, and some will complain: "Why only give so little?" Employees' desire for money and goods may never be satisfied, and the psychology of "giving more is better" will always exist; When "training" is sent to them as "welfare", they will feel that the enterprise is cultivating themselves, paying attention to themselves and using themselves. This is a brand-new sense of satisfaction, which is conducive to improving employees' sense of identity and loyalty to the enterprise, beyond the limited money and material.
Finally, the training cost is not high. For example, each of the 500 employees will be given 100 yuan as a "welfare fee", totaling 50,000 yuan. And 50,000 yuan for teachers to give lectures to employees, you can talk for multiple class hours, which is enough for all 500 employees to "charge" and upgrade their knowledge and skills to a higher level. Because teachers are invited to give lectures, many employees can attend lectures, which is "wholesale", so the cost is low.
The top management of IBM, a world-famous enterprise, once conducted a survey in this enterprise, asking employees to choose between "limited money" and "training" (only one can be chosen). Results 98% of employees chose the latter. In fact, the reason is very simple. After calculating the above four accounts, the conclusion is obvious: training is the best welfare for employees and the best investment for enterprises. Because training will improve the ability of employees, learn on the stage provided by enterprises and give full play to their strengths, which will greatly improve the efficiency of enterprises and increase the personal income of employees; Even if an employee leaves the company, the knowledge and ability he has learned in the company will benefit him for life and create wealth in his new position, which is the greatest "welfare" he has obtained in his life and the best contribution of the company to society.