Training and Development

Running head: TRAINING AND DEVELOPMENT 1
Training and development
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TRAINING AND DEVELOPMENT 2
Training and development
Executive summary
Training and development is an important aspect in any organization that is successful in some
organizations and less successful in others. The success of the organization in training the
employees is affected by the strategies employed and the level of involvement of the employees
which leads to a positive or negative attitude towards the training. This document, therefore,
analyses the strategies that are employed by the top five organizations in training and
development as ranked by the training magazine ranks 2018. The analysis involves their
strategies and the uniformity in the actions and organization of the training which are informed
by the statistics contained in the article. Also, the document checks the strategies employed and
how they are in line with the strategies employed in the training and development as taught in the
human resource management class. The level of alignment is used to describe the success of the
organizations. Ultimately recommendations are made on how one can improve the training and
development programs for an existing financial institution to ensure the training is adequate for a
sustainable enterprise before concluding.

TRAINING AND DEVELOPMENT 3
Training and development
Main features of the top five companies
Training and development is a crucial undertaking for any organization. The process
helps organizations to execute tasks directly and assist in meeting the goals of the organization in
a more stable fashion (DeCenzo, Robbins, & Verhulst, 2015). Many organizations have therefore
invested in training and development for them to address specific issues in the organization
including the need to introduce a new concept, induct employees, change strategies and upgrade
systems (Lussier & Hendon, 2013). In the training and development process, many strategies are
employed by independent organizations to achieve the target objective. For successful
companies, there is the realization of the importance of training and development in promoting
the wellbeing of the organization which in turn contributes to a profitable organization. Based on
the evaluation of the top five companies as stated in the training magazine rank in 2018 several
features are outstanding for all the organizations. The features have contributed successfully to
the position of the organizations making them a top priority for the employees.
The first feature is the value of the training and investment in the training procedures.
Organizations that need to have a successful training program should be ready to incur the cost
of training and provide all the necessary facilities for the training. For instance, according to the
training magazine ranks of 2018, a significant amount was spent on the training by the 125
companies. The mean value of the amount paid on training by the successful companies was
found to be $8.7 billion in the United States and $13.5 billion worldwide. The amount is
significant since the companies also need to make profits and meet the other costs of production.
Investment of a large amount of revenue in the training and development program means that the
organization understands the value of training and is willing to invest in the skills of its

TRAINING AND DEVELOPMENT 4
employees which is a positive contribution to the training efforts (Heron, Kessler, & Dopson,
2015). The administration needs to provide the necessary resources to facilitate a training and
development program. All the organization ranked understands the importance of investing in
the training and development which is indicated by the high mean value of the amount spent on
training by all the organizations.
Additionally, the successful organizations engaged in the training of all employees
regardless of the nature of their contracts. Training was conducted among all the employees
including, permanent employees, contract employees, casuals, and the franchisees. The training
program for any organization should be all-inclusive, and no member should be left out. Though
the training may seem not relevant to the employee on contract the training need to be included
for them since their work also contributes to the reputation of the organization (Stanford, 2016).
The training was also done using different avenues and strategies including online training as
well as lectures in a classroom. The number of courses offered at the school was high, and most
of the trainers offered visual instructions. The number of employees trained online was also
significant. Different training strategies appeal to different people. Identification of the best
approach to use in training that will reach too many clients is a challenge at times, and therefore
the different methods need to be used complementarily (Organisation for Economic Co-
operation and Development, 2013).
Consequently, the training process involved the use of both the local and the external
trainers. According to the magazine the ratio of full-time to part-time trainers was 126:319 the
implication is that more external trainers were utilized, unlike the local trainers. The part-time
trainers bring new developments and technology to the organization which is a value added to
the current employees while the local trainers help in emphasizing on the training needs and