Learning Team Deliverable Week 3

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Learning Team Deliverable-Week 3
Learning Team-C

Tina Johnson, Nicola Phillips-Tate, Latrina Taylor, and Suzane Tenorio
University of Phoenix
HRM/552-Organizational Training and Development
Sherri Johnson
December 1, 2014

Learning Team Deliverable- Week 3

The assignment for this week focuses on the team’s understanding of the goals and objectives of training program development and delivery. Team C summarizes the following highlights of this week’s discussions: determining organizational development theories and applications; differentiating between mentoring and executive coaching; identifying the major components of employee training; and comparing career development strategies.
Organizational Development Theories and
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The evaluation of training consists of a reaction, learning, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought; it should be planned and implemented correctly. Career Development Strategies Career development is comprised of three main objectives. The first objective is to meet human resource needs in a timely manner throughout the life of the business. The second objective is to provide information about open positions and opportunity for growth to the organization’s employees. The last objective is to use existing programs to develop and manage employee careers to match organizational plans and goals. Three different parties are responsible for professional development within the organization: the employee, the employee's manager, and the organization itself. Various strategies exist to succeed in the development process. One strategy human resources may use is career pathing. For example, an
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