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s are mostly done while interacting with customers face to face or by any other means. Riggio (1986 cited by Murphy and Riggio, 2003) associate these skills with listening, presenting, verbalizing, and nonverbal communication. Hall (1979 cited by Murphy and Riggio, 2003) divided interpersonal skills into two categories of sending and receiving. Many researchers argued that the basic information sending and receiving skills represent key social skills. Soft skills such as interpersonal skills and communication skills are desired by companies, and these will remain significant for the employees' development.

People's ability to manage the soft side of business is now considered vital for making organization more valued (Muir, 2004). Organisations are not just assessing their employees, current or prospective on business skills but they are now considering them for their soft skills competencies especially how well they communicate to colleagues and customers. In most of the progressive organizations, management is looking for people's ability to communicate effectively and clearly, and also in their skills to listen and respond sympathetically. Companies also desire the employees to have good written skills so that their correspondence doesn't undo the good work they performed in face-to-face communication.

2.4. Soft Skills Training

Skills training and development of employees is the key feature of business and economic environment. Training raises the skill levels and productivity of employees and presents the expectation of better competitiveness within business environment. There are two fundamental categories of skills training: hard and soft skills (Armstrong, 2008). The need for hard skills training can easily be identified while soft skills are very hard to define and measure. They relate to individual development and are very important for successful performance of job. Soft skill training enhances the softer side of HRM expertise, knowledge, opportunities and skills of the employees. Soft skills training is concerned with getting a enhanced understanding of the ways persons think and behave. Soft skills training is vitally important especially for service industry as it offers consumers high service level and makes them feel valued by the company (Kotler 2003). To gain a competitive edge, businesses train employees in soft skills. Soft skills also assists the company to create positive relationships that work to involve people. Some types of training have both hard and soft skills components. Sales training for example, may encompass hard skills such as product knowledge and price negotiation, and soft skills such as empathy and listening (Smith and Mazin, 2004). In contrast to soft skills, hard skills are easy to train to employees because many a times these skills are new to the employee and there is no unlearning involved. Soft skills are not easily observed, measured or even quantified. Soft skills are not easy to be trained. The best way to develop skills is to practice doing the thing what an employee is trying to do, under the expert guidance of someone who knows how (Redman and Wilkinson, 2006).

It is believed that soft skills if properly trained can really make a difference between finalising 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。