Best Practices inTraining and Development

Your full February 14, Summary The article discusses the implementation of best practices in employee training and development that guarantee the success of an organization. The article starts with a discussion of components of a successful employee learning experience, in which the first and foremost component is the implementation of a clear employee training and development program. The organization itself, the management, and the employees, all play important roles in employee training and development. Job description should be well crafted. Individual development plans must be laid in which employees should be given opportunities to learn from everyday activities. The individual development planning process includes self-assessment, assessment of current position and work environment of the employee, identification of development activities, and finally putting the development plan in action. Furthermore, the article talks about different cost-effective practices in training and development. These include on-the-job experience that involves committees, conferences and forums, critical incident notes, field trips, job aids, job expanding opportunities, job shadowing, learning alerts, peer-assisted learning, stretch assignments, and special projects. Other practices include coaching, mentoring, networking, and performance appraisal. Classroom training practices are also important, and these include courses, seminars and workshops. Off-the job training and development can be provided through courses offered by educational institutions, professional associations, reading groups, and self paced independent learning. In short, the article talks about some of the best practices in training and development of employees. If implemented correctly, these practices can prove to be very fruitful for the progress and productivity of the organization in the long run.

Works Cited Learning, Training &amp. Development. Community Foundation of Canada , 2014. Web. 14 Feb 2014. .