Employee Training and Development Professionals for Developing

Question: Discuss about the Employee Training and Development of Professionals for Developing. Answer: Employee Training and Development The first website is on The Coaching Triangle that consists of coaches who are certified professionals for developing the skills of employees in business. It was applied for the first time in 2002 at Terasen Gas Inc. as it would help employees to develop leadership skills through coaches by incorporating into practice (Payne and Hagge, 2006). They have attended sessions and workshops for the course as it was established by Debbie Payne that is used by 21st century organization. This triangle is a group of three people by forming a learning partnership that includes self leading and manage by learning how, when and why about the practice. The second website is about science of training that focus on the concept of practice that states that organization design training practices but does not concentrate on science. When training is designed its effectiveness should be judged by learning how the training is delivered. When the training is completed it should be seen that how it is incor porated in business. Before a training event takes place job analysis needs to be performed so that employees could access it by performing their jobs in a better manner (Hrvoice, 2014). The skills learnt from the training have to be implemented and after the training is over feedback is required. When incorporating it obstacles may arise that would be solved by supervisors. In third website it is provided with professional development for the employee to sustain in workplace. The sustainability comes from educating oneself through experience with EQ used in the learning section personally and professionally. It helps in improving productivity, efficiency and relationships between clients. The five steps that transform education interpersonal skills into learning are: In order to develop interpersonal skills programs have to be used at different levels and at different position as per the requirement of the individual The teamwork has to be fostered so that members engaged and learn by sharing that helps in professional growth The goals have to set by the team that should be clear (Cullingworth, 2015). The employee has to assess oneself individually and whole working as a team member Learning interpersonal skills should be the priority of the individual. Evaluation of Job Positing in Human Resource with Training and Development The job posting chosen is of HR manager at Amazon as the role is to provide support in human resource and flexibility to centres. As a manager it is important to provide internal support to customers by delegating the work and implementing HR functions for driving change. Training and development of employees in workplace enhances their skill (Payne and Hagge, 2006). It leads to increase in performance by being more productive as from the first website it is gained that it can be used for oneself. When a training program is designed it should be kept in mind that the employees could develop the skills in which they are lacking. The coaches should be effective in providing training that can be judged from their certifications. Similarly, the second website states that it is important to analyze the science behind developing training programs. It should be delivered to the staffs when job analysis is completed and hence, could incorporate it in workplace. Lastly, from the third website it can be said that focus is on team and training with the use of interpersonal skills. It establishes the fact that learning by sharing work is effective with the team could set a common goal. The position and designation vary as per the level of the employee as the training has to be provided as per desired level (Laird et al., 2003) References Cullingworth, R. (2015). Five Steps to Sustain Professional Development : HRVoice.org. [online] Hrvoice.org. Available at: https://www.hrvoice.org/five-steps-to-sustain-professional-development/ [Accessed 15 Jul. 2016]. Hrvoice.org. (2014). The Science of Training Practice What Matters Most : HRVoice.org. [online] Available at: https://www.hrvoice.org/the-science-of-training-practice-what-matters-most/ [Accessed 15 Jul. 2016]. Laird, D., Naquin, S. and Holton, E. (2003). Approaches to training and development. Cambridge, Mass.: Perseus Books Group. Payne, D. and Hagge, E. (2006). The Coaching Triangle System : HRVoice.org. [online] Hrvoice.org. Available at: https://www.hrvoice.org/the-coaching-triangle-system/ [Accessed 15 Jul. 2016]. Piskurich, G. (2009). Rapid training development. San Francisco: Pfeiffer.