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e markets. Learning and training of employees can focus on different employment components as proposed by Lee (1996). Organisations can adapt different techniques of training for their businesses and according to their requirement. Some consist on purely of knowledge acquisition, many focus on staff skills development, some even focus on sentimental aspects of the employees and their relationships. Few activities seek to incorporate all the above discussed methods. Whatever method or technique an organisation chooses for employee skills training and development, soft skills remains the must have requirement. Changing nature of technical jobs and services and increased and services made soft skills very crucial for the survival of any business. Armstrong (2008) places a great importance on the design of soft skills training policy because of its significance of effects on the business. It is an important matter that requires close attention to the company's mission, strategic vision and ethical stance and strategic vision. Companies' policies and procedures must be aligned to the organization's objectives.

The organisation cannot ignore the effect of change on soft skills training. It is obvious that change in organizational structure and its culture have a direct impact on soft skills training and its requirements. Organisations need to train their employees for the accommodation of their new tasks and responsibilities. Changes in structure require the organization to promote improved communication and understanding of the accountability. According to Hussay, (2000), training is a technique for the business in eminent change. Training according to the change requirements provides organizations with adaptability, durability and flexibility required for growth and survival (Redman and Wilkinson, 2006) (Stewart 1991). 

According to Mullins (2007) there have been radical changes in the business environment in the past years. Organizations feel pressure in the face of increased competition to operate more effectively and efficiently and provide a good return on time and resources invested (Carnell 2007). With the continuous change in the business environment, continuous improvement is required that means continuous learning, training and development (Mullins, 2007). Ulrich (2000 cited by Mullins, 2007) mentioned the greatest challenge a business confronts is to adapt and adjust to change. The pace of change is accelerating. The knowledge and skills gained in yesterday will no longer be sufficient to equip a person for a lifetime. As an organisation has to continuously improve its performance to compete and grow. Skills training and development can create positive changes in both the person and an environment (Hawkins, 1994 cited in Armstrong, 2006).

The soft skills requirements differ from business to business and industry to industry. The need and of soft skills training has been recognised by many organisations in the past few. The soft skills are now a business necessity.

2.5. The importance of employee role in enhancing business performance and customer satisfaction

Organization's performance largely depends upon the employees that work in it (Pyzdek, 2003). They are the key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。