Top 11 Employee Training Topics for 2024

  • November 25, 2022

training and development assignment topics

Table of Contents

Every business needs to conduct employee training to maintain a competitive edge and capable workforce, regardless of the job task. Unfortunately, in 2022/3, companies struggled with employee training for several reasons. These included deciding which areas to focus training on, how to keep employees engaged, and ways to ensure employees retain newly acquired information. 

Creating an efficient employee training program is crucial to keep businesses running at peak performance. To help your HR and Learning and Development departments level up their strategy next year, we’ve compiled a list of the top eleven employee training topics for 2024. 

Read on to discover the benefits of employee training, how it has evolved, and what your employees need to learn to help your business prosper.

What is an employee training program?

An employee training program is a course or system of activities designed to prepare employees for their job tasks. Effective employee training benefits the whole company by increasing employee confidence and driving the business to reach its goals. 

92% of employees say employee training positively impacts their job engagement. Companies that invest in continuous learning opportunities through their training programs will reap the benefits of happy, engaged, and confident employees.

training and development assignment topics

The Benefits of Employee Training

Employee training and development programs provide many benefits for the employees and the entire business. Companies benefit since their workforce will perform better and ensure high staff retention. Employees benefit as it positively impacts their professional momentum and improves their work ethic. Other benefits include:

  • More efficient employees – Well-trained employees, will naturally become more efficient at their jobs. Higher efficiency means they will complete more work in less time, allowing the company to meet targets faster. 
  • Improved innovation – As employees learn more about their jobs, they will discover new ideas and become more creative at work. Employee training improves workers’ knowledge, allowing them to apply new skills to improve products and services within the company.
  • Increased motivation and retention – Employees offered learning opportunities on the job are likely to be more motivated when they see the company cares about their individual growth and future within the business.
  • Increased confidence – Employee training builds confidence when providing employees with new skills that are useful on and off the job. They will also understand their jobs better, allowing them to complete tasks confidently and efficiently, armed with the knowledge that they are doing it right.
  • Teamwork improvement – Since employees will mostly work together during training, it promotes camaraderie and improves teamwork. It also exposes employees to new perspectives and ways of thinking from people they may not otherwise interact with regularly.

How has employee training changed?

As technology evolves, companies are changing the way they train their employees. For example, businesses are switching from traditional training methods such as classroom-based ‘one and done’ training events and turning towards video training and e-learning solutions.

training and development assignment topics

The switch to digitized learning allows the learning and development process to become more personalized and efficient. Creating instructional material is also easier since corporate trainers are now using AI to help with the process. AI allows trainers to seamlessly provide cutting-edge training programs to target the company’s culture and specific goals. 

Employees retain 95% of information learned within a training video compared to retaining just 10% when reading training material. Employees who receive valuable training materials, like in-depth videos, can learn and apply the knowledge much easier than with other forms of instruction. They continue to remember key concepts and details better over time.

With changes in training processes and techniques also come changes in training topics. Here are eleven in-demand and up-to-date employee training topics perfect for your 2024 strategy.

1. Conflict Resolution

Conflict occurs in the workplace naturally and can rarely be entirely eliminated. The best way to deal with it is to teach employees conflict resolution skills so they can resolve problems in any situation. Conflict resolution is a skill that individuals can use in all areas of life, benefiting employees in and out of the workplace. 

2. Cross-skill Training

Cross-skilling is when employees learn multiple skill sets and job functions, allowing each member to become more valuable by being able to complete various tasks instead of just mastering one. Cross-skill training is optimal because it keeps employees engaged and allows great employees to provide maximum value to the organization.

training and development assignment topics

3. Team Communication Training

Communication is a critical aspect of any team. Employees will make more mistakes and perform less effectively without possessing proper communication skills in the workplace. Communication training will also allow employees to experience how others view their ideas and take constructive feedback.

4. Customer Service Training

If your business is showing any signs of poor customer service, it’s unlikely that customers will return. Providing employees with customer service training can improve client retention, repeat business, and promote a positive experience with your company. 

Customer service training is crucial for employees on the front lines directly dealing with clients. Sometimes customers can be challenging, so employees can genuinely benefit from customer service strategies.

5. Time Management Training

To achieve maximum workplace efficiency, you must prepare your employees to use their time effectively. Even if employees clock in for eight hours, it does not mean they are productive throughout their shift.

Time management training ensures that employees use their time effectively by teaching them how to structure their day. Without time management skills, it’s easy to procrastinate and become distracted by unimportant tasks.

training and development assignment topics

6. Stress Management Training

Individuals who work directly with customers can have their moods negatively impacted. An example might be if they are responsible for delivering unwelcome news. Training that teaches people how to deal with stressful situations can improve an employee’s frame of mind and promote job satisfaction. 

Employees who understand how to deal with stress can pass that on to clients. Customers may feel stressed in much the same way as the employees who have to deal with them. If employees remain calm, this can positively affect the client and improve the customer experience.

7. Emotional Intelligence Training

Emotional intelligence is a solid indicator of workplace success, even if you are highly educated or excel within your workplace roles. Emotional intelligence training can be highly beneficial to any team’s future success.

training and development assignment topics

Emotional intelligence involves identifying and managing the emotions of oneself and those of others. Training consists of gaining skills in personal and professional relationships, social awareness, and self-awareness. Employees can then apply these skills to thinking and problem-solving tasks and better manage their and others’ emotions in the workplace.

8. Negotiation Training

Negotiation skills are essential for any employee who handles partnerships, third-party collaborators, and customers. Effective negotiators have the skills required to drive the conversation to their desired outcome. They convey a sense of power and trust that aids them in achieving their goals.

Sales training is essential too, but if you don’t understand how to negotiate, you may miss out on some significant opportunities.

9. Leadership Training

Offering leadership training to employees is a great way to retain them because you are preparing them for higher positions. This training will encourage employees to stick around and be excited to participate in the company’s future. 

Leadership training aims to improve communication, team building, conflict resolution, and forecasting skills. It’s a multifaceted developmental training program that helps employees grow and helps your business thrive with accountable, take-charge go-getters.

10. Project Management Training

Project management is a skill that every employee can benefit from regardless of their level within a company. After introducing a project management training program, employees should be more organized at work and be able to deliver tasks more efficiently.

11. Team Building Training

The number of employees working as part of a team continues to increase, but many are not as effective as they could be. Team building training is a necessary first step in building more efficient teams at work. When done well, team performance, group cohesion, collective efficacy, and team member satisfaction all increase.

training and development assignment topics

Why Video Training Will Be Used More Than Ever

Video training offers employees the opportunity to learn at their own pace in the comfort of their own homes instead of attending live classes. They can utilize the training videos whenever it’s convenient since they always have access to the materials. Video training makes employees feel more productive and increases their job satisfaction. 

Businesses now use video training more than traditional methods due to its efficiency and cost-effectiveness. With the help of AI video generator technology like Hour One , creating employee video training can be completed much quicker and at scale than hiring a production company to shoot and edit a training course. 

Hour One platform  is an easy-to-use AI-powered video creation software that doesn’t require specialist video production or editing skills. It needs only a script, which can be any text document, and the software takes care of creating a virtual presenter-led video at the touch of a button. It makes creating multiple employee training courses easier than ever, saving your HR and L&D departments time and money while increasing their ROI.

The Future of Employee Training

All companies need a way to train their employees, and new technology is speeding up the process . Employees and companies benefit from training because employees are empowered and feel more productive at work, while companies benefit from well-trained and more efficient employees. Be sure to try out the eleven topics listed above in your 2024 employee training.

Video lessons are continually proven to be one of the most effective training methods. With AI video generator software from Hour One, companies can make an entire training video course quickly, affordably, and at scale. If you are ready to create a video course for your business, try Hour One  for free and start creating your 2024 employee training programs today.

Summary for Hour One

Employee training is crucial for a company to reach its long-term goals. New training topics for 2024 include emotional intelligence, cross-skilling, project management, conflict resolution, team building, and more. Businesses are utilizing video lessons more than traditional methods because they are easy to create using AI software and allow employees to learn at their own pace. Regardless of the training topic, providing employees with video lessons is far more effective than basic text courses and in-person training.

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Top 10 topics for employee training and development

Training your employees is a rewarding and challenging task. You might even think you don’t know where to get started or that you don’t have the expertise required to set up a training. We beg to differ. You shouldn’t view picking employee training topics as difficult. We will walk you through the process.


Table of contents

How to generate topics for your employee training, create excitement on boring employee training topics, how to set up your training - next steps, easy lms makes your training topics shine.

Trained employees are happier, stay in their jobs longer, and produce more than employees who are not trained. But if you are new to the process, finding employee training and development topics might seem daunting. It takes a lot of money and time, there are various topics to cover, and you don’t know how to start. Not anymore! With our help, you can easily get started with your employee training and development program.

First things first, depending on your organization’s primary activity, you need to train for technical skills and soft skills. You need to identify your company’s main activity and the main job roles involved in getting that activity done. Which skills do these roles require?

You may need to get some help from seasoned employees to put together training material that teaches those skills. Ask each department for input or to come up with content themselves.

Also, you can consider which departments in your company need the most urgent training. Aside from the critical technical skills mentioned above, you may consider starting with the employees that are the face of the company, such as the customer support representatives and salespeople. Having them trained will increase your client’s satisfaction with your brand immediately. Then, you can move forward with training other parts of your organization.

Here are a few ideas on training topics and methods you can use for your employee training and development [ 1 ].

Technical skills. What are the skills needed to perform a particular job in your company? Getting them trained on those skills and assessing their knowledge with tests can improve the quality of your products and services.

Customer service. Most companies have to deal with customers regularly. Training employees in customer service teaches them how to provide customers with a great experience, deal with angry customers, and say “no” when nec essary . This training will make your employees more confident and prepared to deal with different scenarios.

Sales. You can help your salespeople achieve more by teaching them how to engage the clients in conversations, follow up with clients, and pick the right moment to offer a discount or an additional product. Sales training can help your employees sell more and provide your customers with a great onboarding experience.

Communication. Employees must understand how to communicate well with colleagues and clients. For that, you can teach some best practices: how to write an email, the correct tone of voice to approach a client, how to answer the phone, or how to handle disagreements with colleagues in a constructive manner.

Ethics. Ethics training can help shape your company culture positively and maintain a good reputation for years to come. It’s important to communicate what constitutes ethical behavior and what kind of behavior violates the ethical code. Developing the moral intuitions of your employees helps them deal with potential problems.

Safety. Safety training provides the knowledge necessary for employees to do their jobs safely. They may get some onboarding training on that matter. Still, it’s important to remind them regularly.

Industry rules and regulations. Yes, it can be boring, but it's necessary. This employee training topic is usually part of mandatory or compliance training . It’s essential to learn and abide by the rules to avoid fines, and lay the groundwork for a partial or complete defense of the company in the event that employee wrongdoing occurs despite the organization's training efforts.

Workplace harassment. No one likes to work in an environment where psychological and sexual harassment is tolerated . In many places, that is also illegal [ 2 ]. Help your employees easily identify these situations by giving them important information on this topic. It is also crucial to explain which steps employees can take if they suffered or witnessed harassment in the workplace.

Equality and diversity. This training topic facilitates positive intergroup interaction and reduces prejudice and discrimination in the workplace [ 3 ]. Having a diverse team gives your company a good reputation. According to research, it also pays off, considering that diverse teams outperform non-diverse teams [ 4 ].

Personal development. Employees want to know how much they can achieve in their professional lives, and personal development training can help. From personality tests to coaching sessions, this type of training helps your employees stay motivated and fulfill their full potential.

It’s not news that employee training can be boring, especially when it comes to compliance (mandatory) training on topics related to rules and regulations. But it all depends on how you set up your training. Here’s how you can make any topic of your employee training and development program more engaging:

  • Add videos, images, audio files, and presentations with visual effects. You can create videos and take your own photos, but you might not have the time or budget for this. In that case, there are thousands of free videos and images available on the internet that can make your training material more fun. After all, adults are not that different from children when it comes to a preference for content that is visually appealing.
  • Let them take the training from their smartphone when they have time. Make your employees even happier by allowing them to learn from their smartphones when they have time. To keep some control over that, you can assign them tasks to complete by a certain date. You can also give them some time off or give them a bonus for learning in their spare time.
  • Show them their progress. Make your employees feel proud by showing them their test results and giving them certificates after completing a course. You can also create fun quizzes with a ranking, to spark some competition between colleagues.

After you decide on the topics to cover with your employee training, you can put everything together in the training material. Get feedback from the professionals who provided you the information to get your work fact-checked and quality-checked.

Once your training material is approved, you can set up a focus group and deliver the training. After a certain period, you can monitor them to check whether it has improved their job performance and job satisfaction. You may also give them tests to see if they improved their knowledge about what they learned.

Positive results will give you the green light to expand your training to more departments and eventually the whole company!

Setting up your employee training and development on a variety of topics is easier with Easy LMS. Why? Well, to start, it’s much more affordable compared to other employee training methods . But here are additional reasons to consider it:

  • Flexible. Your participants can learn whenever and wherever they want as long as they have a modern device with an internet connection.
  • Multiple options to share and style your learning content (in your brand). Share your courses and tests via URL, embed them on your website, or publish everything through a learning portal. Change colors, fonts, and images to match your brand.
  • Multiple test formats and question types. Choose between Courses, Exams, Assessments, or Quizzes. Even better, combine all the options to achieve different learning goals. Use question types that include text, images, audio, or video files.
  • Possibility to track progress. Let your participants know much they progressed by sending an email with their test results or generate a branded certificate at the end. View and download everyone’s results in an Excel file and store them on your computer.

Useful resources

  • Harvard Business Review

Frequently Asked Questions

  • How to generate topics for employee training? Follow these main steps: (1) Identify your company's main activity and job roles involved in getting that activity done (2) Assess what skills are needed for each position (3) Get feedback from seasoned employees (4) Consider which departments need the most urgent training, such as customer support and sales, who deal directly with clients.
  • What are some topics for employee training and development? Some topics for employee training and development include technical skills, customer service, sales, communication, ethics, safety, industry rules and regulations, workplace harassment, equality and diversity, personal development.
  • How to create excitement on boring employee training topics? Add videos, images, audio files, and presentations with visual effects. Let employees take the training from their smartphones when they have time. Show them their progress so they can feel proud.
  • What are the next steps for setting up your training? Put everything together in the training material, get feedback from seasoned employees, and create a focus group to test the training before applying it to the entire company.
  • How can I use Easy LMS to make my employee training topics training shine? Easy LMS has flexibility and multiple options for creating and sharing your training material. It also tracks progress.

Related articles

  • How long should employee training be?
  • 8 popular types of employee training programs 
  • Employee training methods
  • The ultimate plan to train (new) employees
  • What is compliance training?
  • Fostering a continuous learning culture - 7 Best practices

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10 Topics for Training and Development

October 1, 2022

Shera Bariuad

Topics for Training and Development

To guide you on what kind of attitude and skills you should develop among your employees, we’ve listed 10 topics for training and development. These topics are designed to help them be more productive, organized, and disciplined. 

1. Leadership

Leadership is an essential topic for training and development that will benefit all employees, regardless of their level of seniority. Through this topic, they’ll learn how to think like a leader, which means going above and beyond in solving problems and overcoming setbacks. This will also equip them with principles, strategies, and techniques for building and fostering strong relationships with their team or even with clients.

Topic for Training and Development - Leadership

Produce great leaders from your team with leadership training. You can get started on this initiative thanks to SC Training (formerly EdApp)’s Leading Under Pressure course. In collaboration with award-winning rescue diver John Volanthen, they’ve created lessons that will guide your team in withstanding challenges, practicing resilience, and strengthening their focus. 

Share leadership training courses with your team from SC Training (formerly EdApp)’s editable course library. Join SC Training (formerly EdApp) for free today!*

*Up to 10 learners.

2. Project Management

Project management is another important topic for training and development that will teach your team how to manage and accomplish tasks in a systematic approach. This way, they’ll be smarter in planning projects so they’ll be completed in a timely manner. Not only that, training your team with project management skills will allow them to shift their priorities on tasks that matter most while being efficient with administrative tasks. Training programs like PR training courses can equip your team with the skills they need to effectively manage projects and be more efficient with their time.

Topic for Training and Development - Project Management

Aside from management skills, communication is another crucial factor in successful project management. With SC Training (formerly EdApp)’s Communication in Project Management , your team will effectively learn this skill, particularly with writing, collaborating, and delegating tasks.

3. Communication Skills

Communication skill is a topic for training and development that will guide your team on how to clearly convey intended messages while being mindful of their tone and delivery. Honing this skill among your team will boost their confidence in expressing and communicating their thoughts and ideas across. It will also help avoid conflicts and misunderstandings with colleagues or even customers. Regardless of the industry, being able to communicate effectively is key to maintaining a positive but constructive work environment. You can take courses like communication training courses, active listening training courses, and PR training courses to further help you develop your communication skills.

Topic for Training and Development - Communication

4. Confidence

Confidence is all about taking pride in one’s own skills, abilities, and knowledge. As a topic for training and development, this will help your team gain a better appreciation of themselves and translate that confidence into stellar work performance. This way, they’ll have fewer doubts or hesitations in certain situations. Instead, they’ll have the confidence to deal with different challenges, solve problems, and make decisions.

Topic for Training and Development - Confidence

An aspect of being a skilled conversationalist is confidence. So, SC Training (formerly EdApp) created the Speaking with Confidence course to equip your team with the knowledge and skills they’ll need for leading better discussions or conversations. 

5. Critical Thinking

Critical thinking pushes employees to take on problems with a rational and systematic approach. With this topic for training and development, your team will learn how to create solutions by looking at the whole picture, relying on facts, and questioning ideas until they get to the core of the problem. So, they’ll be able to determine the most relevant ideas and solutions, rather than simply making assumptions. 

Topic for Training and Development - Critical Thinking

6. Stress Management

Your list of topics for training and development shouldn’t be complete without stress management. This topic is crucial for employees as they develop more skills and gain more responsibilities at work. Through stress management training, they’ll learn about different coping strategies and relaxation techniques so they can rise above the pressure in the workplace. Not easily losing oneself to stress also helps maintain productivity.

Topic for Training and Development - Stress Management

7. Creative Thinking

Creative thinking in general entails the ability to produce original and cutting-edge concepts from a fresh perspective. With this topic for training and development, they’ll be equipped with skills on how to go beyond the tried and tested. This way, they’ll be able to come up with bolder and more innovative ideas. It’ll also empower them to take on new challenges in interesting ways. Having this skill is especially helpful for competitive industries that capitalize on crazy big ideas.

Topic for Training and Development - Creative Thinking

8. Adaptability

Adaptability is a skill that will enable your team to remain flexible in dealing with different challenges and situations. Through this topic for training and development, your team will learn how to unlearn. Having this kind of mindset is crucial in being adaptable, as it allows them to be more open to new or better ways or possibilities. An adaptable employee can easily adjust to unexpected circumstances.

Topic for Training and Development - Adaptability

SC Training (formerly EdApp)’s course on Adaptability will take your team through lessons on how to solve problems creatively, thrive under stress, and roll with uncertainty. This is a free microlearning course that’s all yours to readily share with your team!

9. Email Marketing

Email marketing is another topic for training and development that you should consider, especially if you’re part of an industry that connects with clients through e-mails. Here, your team will learn how to create personalized messages that are tailored for different audiences. This will help make your e-mails more relevant and engaging for them. Through this topic, they’ll also be able to explore different ways to improve e-mail campaigns using optimization strategies.

Topic for Training and Development - Email Marketing

10. Time Management

Time management is all about making use of time efficiently and wisely. As a topic for training and development, your team will learn ways to eliminate distractions and procrastinations by establishing a routine. They’ll also discover other tips, like making use of productivity tools and more. This way, they won’t get easily overwhelmed with additional tasks or responsibilities, which can happen as a result of growth in terms of skills and experiences. 

Topic for Training and Development - Time Management

Shera is a workplace learning expert with a background in planning performance-driven solutions for various business industries. She’s dedicated to driving better learning and development outcomes by providing training strategies for training managers and curating lists of tools and courses for learners. Outside of work, she spends her time reading, illustrating, and designing.

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15 Professional Development Ideas, Topics & Activities

By: Grace He | Updated: September 07, 2023

This is a list of professional development ideas.

Professional development ideas refer to topics and activities for employees to improve their skills and advance their careers. This growth may help employees gain more confidence in their abilities and improve their contribution to the company. Example topics include workplace conflict resolution, communications, and critical thinking.

This concept is an employee engagement best practice and a worker engagement strategy .

This article includes

  • professional development topics
  • professional development activities
  • professional development ideas
  • professional development workshops
  • personal development ideas for work

Here we go!

List of professional development topics

Companies invest in their workers’ education and training to keep up with the competition and increase profitability. A team with a fantastic work ethic, problem-solving abilities, amicability, effective job prioritizing, and the ability to adapt to new situations will record high productivity and success. Professional development ideas for work include:

1. The Art of Storytelling (Top Choice)

training and development assignment topics

Persuasive storytelling is a valuable ability for every employee who has to inspire action. In The Art of Storytelling, participants will learn to share personal narratives that both inform and entertain their audiences.

The Art of Storytelling offers the following features:

  • a 120-minute session led by an expert facilitator
  • the five essential elements of a captivating story
  • effective strategies and techniques to maintain audience interest
  • dedicated practice time for participants to refine their skills
  • in-depth feedback provided by the hosts

For added convenience, we will meet you at your preferred venue with all the necessary materials. If you want to have a lasting impression in the workplace, then knowing how you may exert your influence and advocate changes is crucial. Companies looking for professional development activities that help their staff share engaging narratives should consider The Art of Storytelling.

Learn more about The Art of Storytelling .

2. Environmental sustainability

Environmental sustainability means using natural resources wisely now so that future generations can still meet their needs without problems. Sustainably conscious workers consider the environmental impact of activities, products, and processes. Then, these individuals find ways to reduce negative effects on the environment.

Environmental sustainability includes reducing waste, conserving energy, using eco-friendly materials, and adopting renewable energy sources. Businesses can be more sustainable by using eco-friendly practices, like reducing waste and saving energy. Firms should also be ethical in their sourcing, get involved in community projects, and regularly check how they impact the environment and society. This process is essential for fighting climate change, preserving biodiversity, and ensuring a healthier planet for future generations.

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3. Time management ideas

Employees will be more productive and less stressed by learning time management skills. There may be more time to attend conferences and other training events after finishing projects on time if all team members have excellent time management abilities. Time management skills also directly affect an employee’s work-life balance.

Professionally and individually, time management skills are essential. Improved time management is necessary to meet deadlines, manage your workload, and reduce stress. An excellent time management tool is an in-depth awareness of your habits and routines. This process starts by noting how much time you spend on different tasks each day. Afterward, determine the tasks you can outsource, procrastination tendencies, and utilize tools for workload prioritization.

Check out this list of books on time management .

4. Professional certifications

Professional certifications are credentials individuals earn once they have demonstrated a specific level of knowledge, skills, and competence in a particular field or industry. Professional organizations, industry associations, or certification bodies typically grant these certifications. Certifications serve as formal recognition of an individual’s expertise and can enhance career prospects. Examples include the Project Management Professional certification for project managers, the Certified Public Accountant designation for accountants, and the Certified Information Systems Security Professional certification for cybersecurity professionals. Earning professional certifications can validate one’s qualifications and often requires passing an examination and meeting specific experience or education requirements.

Professional certifications are a highly beneficial addition to any professional development plan. These courses provide proof of expertise and skill in a specific field or industry. These certifications often require difficult training and exams, ensuring that individuals have up-to-date knowledge and skills.

5. Communication skills

Communication is the lifeblood of every company. Lack of communication means there is no shared knowledge, ideas, or diversity among employees. As the economy shifts and becomes more unpredictable, most forward-thinking organizations are emphasizing the need to have employees who are proficient communicators. The most crucial goal is to create an environment that encourages open communication among all team members.

As part of the professional development course on communications, workers will learn vital skills such as:

  • Teamwork: Handling group efforts, team-building events, and shared objectives. Employees will get to work as a team instead of focusing on individual contributions. Our perspectives, abilities, and expertise are all unique. You can take advantage of this detail by promoting a diverse approach to problem-solving.
  • Clear writing: When it comes to interacting with customers and employees, effective digital communication is often the only viable option for today’s companies to prevent miscommunication.
  • Active listening: Open communication with coworkers and superiors is effortless when employees learn to listen attentively and comprehend the viewpoints of all parties.
  • Conflict management: The ability to deal with difficult situations professionally. The application includes handling salary negotiations, complaints, or the departure of employees.
  • Discretion and confidentiality: These skills demand being trustworthy and fair in all interactions with coworkers, from the lowest levels of the organization up to the highest levels. You should always maintain a professional demeanor while dealing with sensitive or private material.

Career success relies on your ability to communicate effectively with coworkers. As part of your professional growth, you can learn strategies to strengthen communication with coworkers, supervisors, suppliers, and customers. You should learn to adapt your discussion depending on the individual’s attitude and how to communicate using multiple means, such as in person, via email, or over the phone. Knowing how to read and being aware of body language are essential for effective communication. Additionally, employees can use communication skills outside of the office, so working on these skills is among the top personal development ideas for work.

Check out this list of communication-building activities .

6. Conflict management and resolution in the workplace

In the workplace, disagreements are a normal part of the team development process and can be beneficial. Leaders and workers should manage conflict effectively so it does not negatively impact corporate operations or the team’s relationships. Understanding the other party’s viewpoint and coming up with solutions that benefit both parties is vital in conflict management. Taking a stand for what is morally correct and ethical might lead to conflict in the workplace.

A manager’s ability to deal with sensitive issues is crucial, and this training will help them learn:

  • Proper communication in stressful circumstances and being courteous yet persistent to reach a peaceful resolution.
  • Self-assessment of an issue to devise tactful solutions
  • Vital qualities like self-discipline, fairness, understanding, tolerance, and empathy to handle difficult circumstances while also demonstrating a strong work ethic.

Managers that are proficient in these three areas will be able to cope with more complex problems that need collaboration, interpersonal skills, and clear communication.

Here is a list of conflict-resolution activities .

7. Financial literacy

Financial literacy is the ability to understand and manage your finances effectively. The understanding involves having the knowledge and skills to make informed financial decisions. Financial literacy encompasses a range of topics, from understanding personal finance basics like creating a budget to more advanced concepts like investment strategies. Employees may learn about budgeting, saving, investing, and planning for the future. Being financially literate  empowers individuals to make wise financial choices, achieve their financial goals, and secure their financial well-being.

Financial literacy is an important topic for professional development because it helps individuals make smart financial choices, both in their personal lives and at work. Being financially literate helps individuals manage their own money better and helps them assist with financial planning and decision-making at their workplace. In today’s complex financial world, financial literacy is crucial for career growth and financial security.

8. Performance evaluations

Most times, a manager’s role includes doing performance evaluations. Therefore, every manager should understand performance management for workers. This ability entails assessing your team’s members, grasping their qualifications and experience, and placing them in roles that make the most of their abilities. Performance management may also include addressing any performance issues, developing an improvement plan, and addressing any bad conduct occurring in the workplace.

Regardless of one’s position in a company’s hierarchy, providing and accepting constructive criticism is essential. Your professional career will benefit if you become more adept at giving assessments to workers. An effective appraisal or feedback shows your appreciation for their efforts and your desire to see team members flourish in the future and offers improvement tips.

Although a manager handles performance evaluation, employees may sometimes need to provide constructive criticism to their colleagues during peer review. Employees will learn more about how to give and receive constructive criticism as part of the professional development program.

Here are tips for giving employee feedback .

9. Flexibility

In today’s dynamic corporate environment, individuals must continually improve their skill sets and be able to adapt to ever-changing working conditions. Employees in today’s fast-paced corporate environment benefit from this area of professional development. However, adaptation to a new environment and training needs many resources.

Some techniques to promote employee flexibility in professional development include network support, cross-training, business trips to other offices, peer learning and knowledge exchange, and switching departments.

Almost all companies experience change or transition, but a successful change implementation relies on the cooperation of all workers and supervisors. As the manager, it may be beneficial for you to learn how to prepare your team for change better. In addition, you, as an employee, can learn how to effect positive change or how to prepare for negative change.

10. Better customer service

Customer service training is one excellent example of employee development activities. Your firm and its customers will benefit greatly from your efforts to improve your customer service competencies. Customer service skills include patience, understanding, empathy, adaptability, and calmness under pressure. Professional development in customer service can equip employees with the skills needed to deal with difficult clients or how to make a customer’s bad experience better. Examples of training activities include conflict resolution and de-escalation training and courses in emotional intelligence and active listening. These skills include empathy, clear communication, excellent work ethic, and thick skin.

Here is a list of books about customer service .

11. Leadership

As a manager or a senior executive, developing strong leadership abilities is a worthwhile investment of time and money. People’s self-esteem and career prospects may improve and benefit from formal leadership education. Successful leaders in your company are likely to have the following characteristics:

  • Determination
  • Team Management
  • Strategy Development
  • Decision-making

If you want to hold a management position one day, you will benefit from participating in professional development training on management. This training will help you better understand leadership styles and expectations. Employers also do well to invest in leadership development to ensure future managers are confident and ready to lead.

Here is a list of leadership skills .

12. Hard and soft skills

Hard skills often correlate with the employee’s position. These skills are important for talent acquisition, payroll administration, and disseminating ideas from upper management to lower-level staff. Digital technology eventually pushes you to develop even the most competent people in these disciplines, regardless of their expertise. Short and in-depth seminars and courses are the greatest ways to learn. Staff members are more likely to embrace shorter and concise training, and the relevance lasts longer.

Soft skills deal with the way you go about your job. Communication, listening, and time management are a few examples of the many critical soft skills in today’s workplaces. Employers prioritize soft skills when looking to fill open positions because they contribute to an employee’s success at work.

13. Human resources software

HR departments benefit significantly from different people management tools. Individual employees benefit from this form of software, which helps disseminate and organize their personal and professional data. Corporations are increasingly relying on technology to arrange their workers’ personal information. Learning this skill will help HR personnel learn to integrate HR software in your department. You will have an advantage over your competition if you have some software experience. Also, managing paperwork and communicating with staff will be easier if you use specialized software.

Check out this list of HR software .

14. Legal and compliance

Legal and compliance training can be a valuable professional development idea for individuals and organizations.   Legal and compliance refers to adhering to laws, regulations, and industry standards that cover various aspects of an organization’s operations. For instance, companies may need to follow employment laws, intellectual property regulations, contractual obligations, data privacy laws, and industry-specific regulations. Organizations must have systems in place to ensure that they meet these legal requirements and maintain ethical business practices. Failure to do so can result in legal consequences, fines, reputational damage, and other negative consequences.

It is important to stay updated on relevant laws, regulations, and industry standards. Professionals can minimize legal risks, ensure ethical business practices, and maintain their organization’s reputation. Training in legal and compliance matters can also lead to career advancement. This training equips individuals with the knowledge to navigate legal issues and make informed decisions that protect both their interests and their organization’s bottom line.

15. Talent management

To be an effective leader, you must be able to motivate and manage. An influential manager must encourage their employees to go above and beyond the call of duty, solve challenging issues, and establish a high-performance work environment. Impactful leadership may significantly influence productivity and staff morale, ethics, and company-worker relations. Managers can improve their people management skills by addressing their emotional quotient, ensuring team collaboration, promoting effective communication and transparency, and learning empathy.

The importance of professional development

Professional development is honing your abilities and collecting more knowledge. These skills can help you succeed in your current position and even help you get a promotion or a new role in the future. Therefore, it is critical to engage in ongoing professional development throughout your career to stay updated in your field. Professional development comprises degree programs, certifications, training courses, seminars, or finding a career mentor.

Regardless of their individual skillset, specialty, or emphasis, all personnel benefit from ongoing professional development ideas. As employees’ duties and responsibilities evolve, they must adapt and grow. Soft skills are just as vital as hard talents. Organizations gain as much, if not more, from ongoing learning as do their workers.

Learn more about the importance of professional development .

Professional abilities tend to interconnect, and when you work on one skill, you are sure to enhance the others as well. Even if your primary goal is to improve your general skills, you may still advance your career by upskilling.

If you want to succeed in your career, you need to like what you do. Without this commitment, motivating others to do better will be difficult. Therefore, it is crucial to discover the satisfaction of learning new things and improving your job skills. You will be able to recognize your strengths and limitations more easily. Implementing a professional development program will help you and your employees develop, learn, and become better people.

For more references, check out training and development books  and career books .

We also have a list of the best corporate workshop ideas for employees .

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FAQ: Professional development ideas

Here are some frequently asked questions about professional development ideas.

What are professional development ideas?

Professional development ideas refer to specific training topics and activities for employees to improve their skills and advance their careers.

What are some good professional development ideas for work?

Good professional development ideas for work include management skills, communication, and performance management.

How do you hold professional development workshops for employees?

You can hold professional development workshops by performing a needs assessment to determine what areas require upskilling. You can then devise the training approach, perhaps through one-on-one or group sessions.

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Author: Grace He

People & Culture Director at Grace is the Director of People & Culture at She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

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People & Culture Director at

Grace is the Director of People & Culture at She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

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Growing Skills with Development Assignments

Last Updated on October 24, 2021 – 6:40 pm

Every modern company prefers to attract employees with the proper skills and experience to work for them. However, hiring managers often face a different reality: searching for this kind of employee is like scouring the haystack for a tiny needle. As companies increase their spend toward employee development and training, they also go beyond a few traditional learning opportunities to create effective employee development programs. Training and Development Assignments are one way by which they can achieve this.

Employee development focuses on collaborating with employees to enable them to acquire, develop, improve, and hone existing skills. It aims to build a talent pool to bolster the company’s mission while creating highly engaged employees.

Skills themselves refer to the mix of abilities, experiences, and qualities one may use to get stuff done. Skills may include interpersonal, leadership, and organization skills – so-called  soft skills . Other skills such as accounting, application development, research, and writing are technical skills.

Deliberately improving skills can help employees achieve personal career goals, including earning a promotion or becoming more proficient in specific areas. An employee’s skill set may be necessary to advance in one career or pivot to another. Let’s now turn our attention to how employees can grow skills through development assignments.

Defining Development Assignments

Development or developmental assignments allow employees to take on tasks outside the purview of their primary work assignments. However, their tasks remain well within their functional area.

The idea behind developmental assignments is to grow a workforce adequately qualified to perform current and future career functions with equal skill. Leaders advance more through challenging assignments than by exercising routine competency.

There are plenty of opportunities that emerge when participants take on novel tasks of significant complexity. These developmental tasks can include any of the following:

  • unfamiliar responsibilities,
  • establishing a new program,  and
  • developing solutions to complex multi-factor problems.

Interestingly, developmental assignments may not count much towards a promotion. But, they are critical in increasing skills, knowledge, and experience, which ultimately play a big role in career advancement.

Who Benefits Most from Developmental Assignment Programs?

While the employee seems to be the obvious beneficiary of developmental tasks, the employer stands to gain a lot down the road.

The new skills and experiences that employees garner in seeing out the stretch assignments primarily benefit the employer. These tasks typically last between 3 to 6 months before the employee returns to their primary assignment. During this time, the employee will be stepping outside their comfort zone but on mutually beneficial terms with the company.

As the worker grows professionally, the company can pursue projects using resources that would otherwise not be available.

Developing Developmental Job Assignments

Developmental job assignments should primarily proceed from an employee’s Performance and Development Plan (PDP). However, it should not stop them or the organization from seeking assignments external to this.

It’s important for developmental assignments to be flexible but within a readily identifiable framework of guidelines:

  • Clear documentation and approval of the developmental job assignment by hiring and supervising managers and other stakeholders before advertising the assignment.
  • Establishment and documentation of learning goals before the employee commences the assignment.
  • The form of the developmental assignment may be full-time or part-time.
  • The employee doesn’t need to possess all the necessary skills to perform the tasks or project independently. Nevertheless, they need to have an unmistakable aptitude, ability, and copious ambition to conclude the assignment with ample oversight.
  • Assignments need to transcend the employee’s current skill level while supporting their growth and  career development . There needs to be a healthy tension between entry-level training and development and the development task in question, for instance.
  • The salary of an employee assuming a development assignment remains the same.
  • Clear communication that there are no guarantees of future pay increase, promotion, or job change due to this assignment.
  • The developmental task may not evolve into a permanent position without competitive recruitment.
  • Employees should return to their previous position after the assignment.
  • Employees need to wait a specified period (usually six months) before accepting another developmental assignment.
  • The line manager and employee should complete a detailed evaluation of the learning experience upon the conclusion of the developmental assignment. This evaluation should go into the employee’s personnel file.
  • Development assignments are not official transfers.
  • There have to be mutually agreeable reasons for ending a developmental assignment earlier than planned.

A developmental assignment task may end early for various reasons, including an unexpected end to the project, poor attendance, performance issues, or an unreliable employee.

Organizations need to carry the mindset that assignments are development opportunities. They must first understand that they can optimize the ROI from development assignments. It’s feasible if their operating principles include understanding the value proposition of development assignments, establishing effective career path strategies, and understanding the proper use of global mobility.

Employees and employers need to be keen on developmental opportunities if they will both be relevant in an increasingly dynamic age.

If you want to learn more about employee development, you can check out our blog posts  here .

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6.1 Employee Training and Development

Training is the act of increasing the knowledge, skills, and abilities of an employee for doing a particular job. Organizations invest in training to make sure employees can perform their jobs effectively. A vast amount of research supports the fact that training is positively and directly related to organizational performance (Garavan, et al., 2020).

Even when the right person has been selected, they may need training in how your company does things. Lack of training can result in loss of productivity, loss of customers, and poor relationships between employees and managers. It can also result in dissatisfaction, which means retention problems and high turnover. All of these consequences  can have an impact on direct costs to the organization. In fact, a study performed by the American Society for Training and Development (ASTD) found that 41 percent of employees at companies with poor training, planned to leave within the year, but in companies with excellent training, only 12 percent planned to leave (Branham, 2005). Thus, training can be considered as an investment in employees that is central to an organization’s health.

Effective employee training can take several different approaches. A well-designed orientation program is often key to an employee’s transition into a new workplace by giving them an overview of the company’s policies and culture. They may receive specific in-house training on important workplace issues or job-specific areas at these sessions. In some organizations, new employees are assigned a mentor or coach to help with their transition. Depending on the organization, employees will continue to be offered in-house training specific to their jobs or enhance their knowledge of company policies and workplace initiatives. Finally, companies may send employees to external training events or bring external service providers into a company to deliver specialized training.

Training and Development

Training and development is a key Human Resources function.

Training refers to formal and planned efforts to help employees acquire knowledge, skills, and abilities to improve performance in their current job. Training can also be described as an endeavour aimed to improve or develop additional competency or skills in an employee on the job one currently holds in order to increase performance or productivity. Training involves a change in attitude, skills, or knowledge of a person with the result being an improvement in behaviour. For training to be effective it has to be a planned activity conducted after a thorough needs analysis and targeted at certain competencies.

Development on the other hand refers to formal and planned efforts to help employees acquire the knowledge, skills, and abilities required to perform future job responsibilities and for the long-term achievement of individual goals and/or organizational objectives.

Is There a Difference?

The terms education and training are often used interchangeably. However, education is the process of acquiring knowledge and information, usually in a formal manner while training is the mastery of a skill or skill set.

What Training Can and Cannot Do

All organizations should be aware that training will not solve all problems. At times, organizations attempt to use training to solve a problem when a lack of skill is not the issue. Training is not an intervention to a situation that is caused by poor performance or other root causes that are not skill-related.

Let’s think about it this way, if we are working with employees who are having difficulty with job execution, missing tasks, or not following through, training might not be the best intervention. Instead, we could correct the deficiency by providing more objective feedback, or by adding or removing behavioural consequences. For example, if an individual is not performing the job but could do so if his or her life depended on it retraining is not the answer.

Employee Orientation or Onboarding 

Probably the most basic and common training that organizations invest in is an employee orientation program. Employee orientation is the process used for welcoming a new employee into the organization. The objectives of employee orientation are as follows:

  • To reduce start-up costs . If an orientation is done right, it can help get the employee up to speed on various policies and procedures, so the employee can start working right away. It can also be a way to ensure all hiring paperwork is filled out correctly, so the employee is paid on time.
  • To reduce anxiety . Starting a new job can be stressful. One goal of an orientation is to reduce the stress and anxiety people feel when going into an unknown situation.
  • To reduce employee turnover . Employee turnover tends to be higher when employees don’t feel valued or are not given the tools to perform. Employee orientation can show that the organization values the employee and provides the tools necessary for a successful entry.
  • To save time for the supervisor and coworkers . A well-done orientation makes for a better prepared employee, which means less time having to teach the employee.
  • To set expectations and attitudes . If employees know from the start what the expectations are, they tend to perform better. Likewise, if employees learn the values and attitudes of the organization from the beginning, there is a higher chance of a successful tenure at the company (Dessavre, 2023).

Some companies use employee orientation as a way to introduce employees not only to the company policies and procedures but also to the staff (Dessavre, 2023).

Offer a story about a time you started a job.  Explain how you were oriented to the company.  Was it useful?  Was it not useful?

In-House Training

In-house training programs are learning opportunities developed by the organization in which they are used. This is usually the second step in the training process and often is ongoing. In-house training programs can be training related to a specific job, such as how to use a particular kind of software. In a manufacturing setting, in-house training might include an employee learning how to use a particular kind of machinery.

Many companies provide in-house training on various HR topics as well, meaning it doesn’t always have to relate to a specific job. Some examples of in-house training include the following:

  • Ethics training
  • Sexual harassment training
  • Multicultural training
  • Communication training
  • Management training
  • Customer service training
  • Operation of special equipment
  • Basic skills training

In the 1980’s, the fast-food chain Wendy’s had gained a reputation for its training videos. Below is a classic one on how to pour drinks (trigger warning: it’s from another era!).

Video: “ Wendy’s Training Video Cold Drinks ” By Chuck Drake [1:54]

External Training

External training  includes any type of training that is not performed internally by the organization. It can include sending an employee to a seminar to help further develop leadership skills or helping pay tuition for an employee who wants to take a marketing class.

“ Employee Training ” from Human Resources Management – 2nd Ontario Edition  by Elizabeth Cameron is licensed under a  Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

Human Resources Management - 3rd Edition Copyright © 2023 by Debra Patterson is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

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Training and development programs typically involve educational activities that advance a worker’s knowledge and instill greater motivation to enhance job performance. These initiatives help employees learn and acquire new skill sets, as well as gain the professional knowledge that is required to progress their careers.

Training programs can be created independently or with a learning administration system, with the goal of employee long-term development. Common training practices include orientations, classroom lectures, case studies, role playing, simulations and computer-based training, including e-learning.

Sometimes referred to as Human Resource Development (HRD), most employee training and development efforts are driven by an organization’s HRD function. These efforts are roughly divided into two types of programs:

Employee Training and Development A strategic tool for improving business outcomes by implementing internal educational programs that advance employee growth and retention.

Management Training and Development The practice of growing employees into managers and managers into effective leaders by the ongoing enhancement of certain knowledge, skills, and abilities.

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Successful businesses understand that it’s more beneficial and cost-effective to develop their existing employees instead of seeking out new talent.

The top ten benefits of employee training and development programs include:

  • Increased productivity : When employees stay current with new procedures and technologies, they can increase their overall output.
  • Reduced micromanagement : If workers feel empowered to perform a task, they typically require less oversight and work more independently. 1
  • Train future leaders : Organizations must have a solid pipeline of well-trained and innovative potential leaders to grow and adapt over time.
  • Increased job satisfaction and retention : Well-trained employees gain confidence in their abilities, leading to greater job satisfaction, a reduction in absenteeism and overall employee retention.
  • Attract highly skilled employees : Top recruits are attracted to firms with an identifiable career path based on consistent training and development.  
  • Increased consistency : Well-organized training ensures that tasks are performed uniformly, resulting in tight quality control that end users can trust.
  • Increased camaraderie : Training and development helps create a sense of teamwork and collaboration.
  • Bolstered safety : Continuous training and development helps ensure that employees have the knowledge and skills to perform a task safely.
  • Ability to cross-train : Providing consistent training creates a knowledgeable team overall where employees can help train or assist each other as needed.
  • Added innovation : Consistently trained employees can help develop new strategies and products, contributing to the company’s bottom line and continued success.

The corporate marketplace is quickly changing, and businesses must be flexible and easily adapt to change. Technology is one of the key drivers in this rapid change, with automation and artificial intelligence (AI) in the forefront.

Here are four key trends impacting how organizations must rethink training and development.

Today’s corporations have discovered that it’s no longer just about what employees need to know, but also when, where and how the development experience enables performance. With the advancements in mobile technology , companies are relying more on mobile workforces . Training is migrating to mobile devices where apps provide “just-in-time” information and recommendations to workers across industries.

AI systems can process unstructured information in a similar way to humans. These systems understand language patterns and sensory inputs including text, pictures, and auditory cues. AI-based software can customize how training content is delivered to a learner, based on their learning style, suggest content based on a learner’s past performance and predict what information is most important for them to learn next.

Agile learning is a process that encourages employees to learn by doing and iterate often, inspiring organizational change and buy-in. For example, IBM® has introduced  IBM Garage™ , a tool for executing, scaling, and managing an organization’s multiple transformation initiatives. Companies like Ford Motor Company and Travelport are using IBM Garages around the world to create cultures of open collaboration and continuous learning. learning.

While distance learning has been around for a long time, the COVID-19 pandemic has underscored the need for companies to have resilient, flexible, mobile workforce management. Organizations have learned that remote workforces need to be productive, engaged, and continually working toward learning and improvement.

Recent articles and industry surveys suggest that much corporate training may be ineffective. Most training won’t be fully retained by learners. Businesses must build a culture of ongoing self-directed, self-motivated learning with focused distance learning programs and mobile "just-in-time" training.

Organizations also must rethink the larger framework of what skills will be needed in the near future. A  recent meta-level IBM study  predicts that more than 120 million workers in the world’s twelve largest economies may need to be retrained in the next three years because of AI-enabled automation.

Several insights from the study include:

  • Skilled humans fuel the global economy: Digital skills remain vital, but soft skills have become more important.
  • Skills availability and quality are in jeopardy: The half-life of skills continues to shrink, while the time it takes to close a skills gap has ballooned, forcing organizations to find ways to stay ahead of skills relevancy.
  • Intelligent automation is an economic game changer: Millions of workers will likely require retraining and learning new skills, and most companies and countries are ill-prepared for the task.
  • Organizational cultures are shifting: The digital era has introduced the need for a new business model, new ways of working and a flexible culture that fosters the development of critical new skills.

The study concludes that traditional hiring and training are no longer as effective, and that different strategies and tactics can have a strong impact on closing the skills gap. Several strategies and tactics include:

  • Make it personal: Tailor career skills, and learning development experience uniquely to your employees' goals and interests.
  • Improve transparency: Place skills at the center of the training strategy and aim for deep visibility into the skills position across the organization.
  • Look inside and out: Adopt an open technology architecture and a set of partners able to take advantage of the latest advancements.

Enhance employee engagement and productivity, reskill your workforce faster, and reimagine ways of working to become an adaptive, skills-based, and AI-powered organization.

Maintaining a competitive edge in a dynamic economy demands faster innovation. Your challenge is having the right people with the right skills and tools to drive digital transformation.

The IBM training and certifications offer you the ability to earn credentials to demonstrate your expertise. It is designed to validate your skills and capability to perform role-related tasks and activities at a specified level of competence.

With recent market changes and disruptions, organizations need a workforce with digital skills and innovative processes to respond to both customers’ and employees’ evolving needs.

Key areas of focus will ensure that your workforce is empowered to be productive today, while strengthening your business resiliency strategy to aid in re-entry to the new normal.

The enormous opportunities and benefits artificial intelligence can bring to an organization require skills development programs designed to ensure consistency and intentional outcomes.

Discover a new approach to training and development based on partnership networks, user experiences and emerging technologies.

Find out how to close the skills gap with a modern three-pronged workforce strategy to quickly reskill an organization’s workforce.

Discover how training and development fits into the larger scope of next-generation enterprise transformation.

IBM HR and talent transformation consulting partners work with our clients to address each company's unique talent goals and challenges, dig deep to understand their workforce realities and create strategies that unlock new levels of performance inside their business. Together, we reimagine HR with AI at the core.

1 The 6 key secrets to increasing empowerment in your team  (link resides outside Joe Folkman. Forbes article. March 2017. 

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7 Key Steps for Better Training and Development Programs

Training new and existing employees can be a company’s biggest challenge, especially in a rapidly changing business environment. When I was chief human resources officer at Mirage and Wynn resorts in Las Vegas, training and developing our teams could not have been more important. But that’s not the case at many companies, where the struggle to convince leadership to invest in training and development is ongoing.

Here are seven key steps you should consider to both build out and update an effective training and development program.

1. Benchmark against the competition

Before agreeing to support a new initiative, company leaders always want to know what the competition is doing and whether you’re doing more or less. This certainly holds true for training and development; that’s why it helps to network with professional colleagues and through organizations like the Society for Human Resource Management to find out what others are doing.

Start by reviewing social media sites to see what customers are saying about you and your competition; that will reveal information about customer satisfaction and preferences that may also support your request for a new training and development.

And then there are all the online surveys you regularly receive from vendors. Fill them out to get the report at the end of the process. This is the kind of information you will need to support your request for a new training and development initiative.

While working on the plan for the Mirage, we asked other startups what they did, what they would do or not do again, and what they would do differently if given the chance. Most of the companies we contacted were outside our market, so they were willing to share information with us.

We visited more than 250 other companies that had launched new businesses, and the No. 1 thing we heard from them was how important it is to train new employees. They reminded us that companies, like people, don’t get a second chance to make a good first impression.

We made important connections through that benchmarking research, and many of those connections have continued to exchange information with us—to our mutual benefit.

2. Survey your employees

The best source of information about organizational performance and needs are your current employees. They know a lot about what’s going on and what, if anything, should be changed. They’ll appreciate your interest and provide valuable feedback about what could be better or eliminated. We held focus groups to see what current employees wanted and needed:

  • They wanted to know what was expected of them, why it was needed , and how to do it.
  • They wanted to be trained by someone who knew what they were talking about. We selected supervisors or outstanding employees , and then trained them to be trainers so that they’d know what and how to train, and how to make the training interesting, relevant and fun.

3. Align training with management’s operating goals

Management always has operating goals: better performance, productivity, quality , or customer satisfaction, to name a few. Once you know the goals, you can design targeted programs. Additionally, look for others in your company who have needs that could be satisfied by training: Legal usually supports compliance training, marketing and sales might support training that promotes quality and consistency, and most departments will support supervisory skills training that promotes employee satisfaction.

Design onboarding procedures and new-hire training that ensures employees will be knowledgeable, and focused on standards and customer satisfaction.

Partner with regulatory agencies like the Occupational Safety and Health Administration (health and safety), the Department of Labor (wage and hour compliance) and the Department of Justice (harassment and discrimination training) for compliance training.

Get help designing your materials. Consider contracting with teachers from your local public schools and community colleges. They are trained in instructional design and can work with your company’s subject matter experts to create useful and professional instructional materials.

Get supervisors training on how to improve their communication and coaching skills , and on how best to train a multi - generational workforce.

4. Run it like a business

Every new business starts with a strategic plan. Make sure you draft a plan for your training effort that includes all the classic elements:

  • Clearly state your purpose and proposed deliverables. Show that you understand the depth and breadth of what you’re proposing.
  • Include a SWOT (Strengths, Weaknesses, Opportunities , and Threats) analysis that will help identify the appropriate training.
  • Construct a realistic budget. Include all expenses, and be conservative (better to under - promise and over - deliver).
  • Include an analysis of the benefits to your organization so that everyone can better understand the return on their investment.
  • Know the numbers. Work closely with your company’s financial team to include the appropriate information and how best to display it.
  • Market your program as if it were for customers. Leverage your public relations, graphics and marketing departments to brand and promote your program s , and design surveys to get feedback from participants.
  • Conduct pilot classes to make sure your plan works. Trial runs help identify shortcomings and allow you to refine and make the program as good as everyone expects and needs it to be.

5. Weave it into your company’s culture

Companies want happy employees, so consider a “life - long training” philosophy that focuses on employee satisfaction.

When making promotion decisions, give preference to employees who completed training and performed well. A promotion should be one of the rewards for their efforts. And it answers the employee’s question, “What’s in it for me?”

Celebrate achievements and successes. Let everyone in your organization know when someone completed training and what that means to their growth opportunities. Advertise your programs and participants in internal communications, display their pictures and stories , and talk about it at every employee gathering.

Increase employee engagement by planning more opportunities for them to get involved. They could be trainers or subject matter experts , or could assist in evaluating their new colleagues and helping to reinforce their training.

6. Keep innovating

Throughout my career, I have seen tremendous improvements in the content and delivery methods of training and development programs.

When we opened the Mirage, we used what was then available: slide projectors, white boards and first-generation copies of handouts. As time and technology progressed, we evolved into PowerPoint presentations, graphic workbooks that were more attractive and useful, and digital editing.

I employed lots of “experts” to help design our training, but in the end I found that what our managers needed most was assistance in getting their subject expertise into an appropriate training and learning format.

We employed public school teachers to help develop our instructional manuals and materials. They’re the professionals who teach our children, and they’re trained to do this. They love to work during their vacations, and every city has them. They became a great source of talent to design our instructional materials initially and then update them periodically.

And as we all get more comfortable with technology, there’s a growing need to adopt the latest ideas.

Today there are apps, games, and easy-to-use video and editing tools that can be streamed to mobile devices. We continue to research the latest trends online, network with other organizations and training professionals, and revise our programs to take advantage of the latest best practices.

Case in point: Consider using GoPro and other handheld-type cameras to record messages, then publish them via YouTube. These videos are easily accessed via the Internet on both desktop and mobile devices.

7. Measure results

Successful companies measure outcomes to make sure they continue to get the biggest bang for their buck. The best measures are the simplest ones; incorporate them into your program so everyone knows what’s expected.

We called them “corresponding behaviors”—behaviors you’ll look for and measure on the job to determine if employees actually learned how to perform appropriately. This way, there will be no surprises for employees.

We trained managers who had been the trainers to evaluate employees’ performance several times during their introductory period, and to provide constructive feedback and coaching to let employees know how they were doing in real time; again, maximum feedback and no surprises.

We learned a lot while developing and updating the training and development programs at Mirage and Wynn resorts. Maybe the most important was that training was the best way to keep our promises of quality and excellence to employees and guests.

Arte Nathan served as chief human resources officer for Golden Nugget and its successor companies, Mirage Resorts and Wynn Resorts. He currently teaches, writes and consults; lives in Las Vegas and the Adirondack Mountains in upstate New York; and is an avid musician, hiker, canoeist and book enthusiast.

You can find him at and

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Training and Development In HRM: 10 Types And Stages [+Best Practices]

Updated on: 18 th Apr 2024

8 mins read

Training and Development in HRM

Over the last decade, workplaces have undergone a rapid transformation for various reasons. An increasingly competitive business environment, together with the digital revolution, is radically altering the composition of the workforce.

Also, a multi-generational workforce and the rapid shifts in competency requirements have necessitated a renewed focus on reskilling and upskilling. The large-scale adoption of digital tools in the workplace makes the need for a suitably skilled workforce paramount. These evolving trends are driving organizations to invest in employee training and development programs. 

training and development assignment topics

  • Definition: Training and development in HRM
  • Purpose of training and development in HRM
  • Role of HR in training and development
  • Types of training and development in HRM
  • 5 stages of training and development in HRM
  • 5 best practices for training and development in HRM
  • Final words

Definition: Training and Development in HRM?

Training and development in human resource management are educational and skill-building activities intended to improve the knowledge and skills of employees. Training and development activities aim to sharpen your employees’ existing skills and impart new knowledge. An effective training and development program is designed based on an analysis of an organization’s training needs to improve employee performance. 

Relation Between Training and Development

Training involves the process of enhancing the knowledge, skill levels, and competence of employees. Development focuses on improving and honing the existing skills and the overall growth of employees. Both initiatives are undertaken to ensure that your employees develop skills to improve their performance at work. 

Purpose of Training and Development in HRM

Why Training and Development

Investing in employee training and development serves five key purposes:

  • Boosts Employee Retention High-performing employees look for training and development opportunities to grow professionally. Learning and development initiatives signal to the employees that the organization values its employees and is willing to invest in their professional growth. It boosts loyalty among employees, which reduces turnover and enhances retention.
  • Builds a Leadership Pipeline Training and development offer a suitable means for identifying and imparting the necessary skills to future organizational leaders. According to an SHRM research report , leadership development programs help organizations secure future business goals by developing a leadership pipeline. 
  • Empowers Employees at Workplace Informed leaders are better equipped to motivate employees. Motivated employees experience greater autonomy and feel empowered to fulfill their responsibilities. Empowered employees display greater initiative and are more innovative, contributing to more significant overall organizational growth.
  • Enhances Workplace Engagement Training and development activities to help check feelings of dissatisfaction among employees. Employee engagement software can be used to boost workplace morale and drive mutual growth. Satisfied employees are more engaged and consistently deliver superior performance at work.
  • Increases Workplace Collaboration Participating in training and development activities improves team bonding. During these activities, employees work together to learn new skills and tackle new challenges. According to a Forbes study, team bonding improves workplace collaboration, which brings about synergies in operations and improves workplace efficiency. 

Role of HR in Training and Development

The HR personnel have a critical role in delivering effective human resource development activities. The role of HR in training and development includes:

  • Connecting with employees and understanding their training needs.
  • Designing effective training programs.
  • Motivating employees to participate in learning and development programs.
  • Working with department heads and ensuring that training and development is an ongoing process and not a one-off activity
  • Ensuring the delivery of quality training content. 

Types of Training and Development in HRM

There are several types of training and development activities undertaken to either upskill or reskill employees. The various types of training and development include:

  • Technical Training Depending on the role and the industry, training on a specific technological aspect might be required. For example, in the retail industry, technical training could entail training on CRM systems. Likewise, in the hospitality industry, a restaurant executive might need training on the use of software tools to take customer orders. Technical training could be provided with in-house resources or with external trainers.
  • Quality Training Quality training involves educating employees on the measures to detect, prevent and eliminate causes for the poor quality of products or services. This often includes training employees on ISO standards that measure quality based on defined metrics. Training employees on quality standards improve organizational performance, provides cost savings, and confers the organization with a competitive edge.
  • Skills Training This type of training is conducted to impart specific skills for the employees to perform their job. Skills training is typically conducted using in-house resources and could include training on operating production machinery, being a better salesman, etc.
  • Soft Skills Training Soft skills training is concerned with the overall development of employees by improving their personality, communication skills, ethics training, etc. It helps produce employees who present themselves as better citizens who can perform better at work.
  • Safety Training . Safety training equips employees with the skills and knowledge to adopt safe work practices and protect themselves and their colleagues from work-related injuries. Safety training also helps employees detect and report hazards at work. An integral part of safety training is fire drills, administering first aid, construction safety, Hazmat safety, etc. Safety training is vital for employee protection and preventing workflow interruption due to worker injury. 

5 Stages of Training and Development in HRM

Stages of Training and Development

The five stages of training and development are:

  • Training Needs Assessment The starting point of the training and development process is assessing the training requirements of employees. The analysis should consider the long-term goals of the organization and the organization’s expectations from its employees. A mismatch between the goals and the current skill levels indicates that there is a need for training. 
  • Define Training Objective Having determined that there is a training need, the next step is to define the training objective. The training objective becomes the basis for the training initiative and directs the training and development program.
  • Design Training Program The design of the training program will depend on the type of trainer, the employees to be trained, and the training method to be used. The training content must be aligned with the needs identified. 
  • Conduct Training Program In this step, the designed training plan is put into action. Care should be taken to create a conducive environment for learning. For greater effectiveness, the training should encourage a participative approach to increase the involvement of the trainees in the training program.
  • Evaluate and Follow-Up Training evaluation is essential to verify if the goals of the training program have been achieved. Feedback obtained from the participants on the effectiveness of the training and the relevance of the content is valuable input for the evaluation process. Follow-up includes asking the supervisors if the participants apply the acquired skills effectively in their daily activities.

5 Best Practices For Training and Development in HRM 

The best practices in the implementation of training and development programs include:

  • Obtain management buy-in Management buy-in into the training program enhances the program’s chances of success. 

Management backing for training programs helps training initiatives become a part of the company’s culture and ensures employees take the programs seriously. If the management team can actively participate in the delivery of the programs, it reinforces their support and commitment to the programs.  

  • Create a formal program Design and promulgate a formal training program. 

It ensures that everyone gains from regular training. Training is not a one-time activity, so a plan that caters for continuous training increases training effectiveness. A formal program compels people to set training goals, provide training resources, and review progress and effectiveness. 

  • Define metrics The resistance to investments in training comes from the perception that training is expensive and that it is difficult to see the benefits. Defining metrics helps compare results to the metrics and allows people to see the extent of benefits. The common metrics used are course completion rate, effect on work outcomes, cost of training, etc.
  • Measure trainee satisfaction For training to be effective, the employees need to engage in the training.

The learning outcomes will be poor if there is no engagement. Engagement and satisfaction can be assessed by looking at metrics such as course completion, repeat visits for training, etc. Employee surveys can also be used to assess satisfaction levels, obtain feedback on shortcomings in the training process and make suggestions for improvement in delivery and content.

  • Offer different modes of training Different people have different training preferences. 

Tailor the types of training to the varied needs of the employees. Training could be classroom based, through video recordings, on-the-job training, games, quizzes, simulations, etc.

Bottom Line

The hallmarks of the modern workplace are innovation, technology, globalization, and the constant evolution of technologies. It is, therefore, incumbent on organizations to continuously enhance the capabilities of their employees and foster a culture of continuous learning. Such an approach is vital if the organization is to remain competitive. These imperatives make having an effective learning-and-development function an inescapable necessity for all organizations.

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Arvind Mishra

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Anita Gupta

training and development assignment topics

The objective of this paper is to look at employment services and labor market policies in the transition countries of Eastern Europe and Central Asia, and identify key benefits and constraints of active labor market programs, as well as the main characteristics and features of successful policy interventions. Various policy options are discussed on how to enhance public employment services but also private employment agencies which might be relevant to and suitable for the countries in the region given their macroeconomic and labor market situation. Overall, this report recommends that greater resources will be needed for active labor market programs (ALMPs) in the future. However, the emphasis should be put on improving the design and effectiveness of ALMPs, rather than on increasing spending levels only.

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Stefanie Brodmann , Diego Angel-urdinola

Muhammed Mustapha

Habibur Rahman

Abstract: The objective of the study is to examine the practices related to the training and evaluate the training system of Commercial Banks in Bangladesh. This paper shows that how the commercial banks appraise the training implementation practices. The study reveals that the existing training policy system of Commercial Banks in Bangladesh. Keywords: Training, Evaluation, needs of training.

Richard Kazis

Renata Carvalho

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New York Rangers 2024 Development Camp Recap  

The Rangers hosted their annual Development Camp which featured a mix of familiar faces and the 2024 Draft Class

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Back in session.

Following a busy slate that included the 2024 NHL Draft, Free Agency (July 1) and the announcement of the 2024-25 regular season schedule, the New York Rangers returned home and back on the ice as they hosted their annual Development Camp at MSG Training Center.

Twenty-nine players visited Tarrytown to attend the camp. The group featured a mix of familiar veteran faces and the full four-skater group of the 2024 Rangers Draft Class . 

“That’s what this is all about,” Director of Player Development Jed Ortmeyer said. “Bringing all of these guys in together, building the bonds, the team camaraderie and family culture that we’re trying to build so when they do turn pro, they are already comfortable with each other, and they have those bonds. That’s what these development camps are all about.”


Brett Berard, Brennan Othmann and Adam Sykora, each wrapped up their respective first seasons of professional hockey spent with the Rangers’ AHL affiliate the Hartford Wolf Pack, which included a run to the Division Finals in the 2024 Calder Cup Playoffs.

“Coming here, you feel more comfortable with the staff and players,” Berard said. “It’s a lot of fun. Just try to bring that to the younger guys coming in and try to help them build their confidence. Every time you put on the Rangers jersey, it's special. So, I’m thankful to be here."

After completing three seasons of Division l hockey at Providence College, Berard made the decision to go pro. Known for his high-octane offense, the 21-year-old left winger translated his high-production to the AHL. The 2020 Fifth Rounder (134th overall) led the Wolf Pack in scoring with 25 goals (48 points) through 71 regular season games.

While he was proud of his offensive output as a first-year pro, the Providence native noted the growth he took in the defensive aspects of his game and how he hopes to continue fostering those this summer and throughout his sophomore season.

“A big overall part of my game is just the defensive side,” Berard said. “It’s always something I'm trying to get better at. This year, I got better at it. I started playing on the [penalty kill], which was new for me. As the year went on, it felt more and more comfortable. From a game standpoint, that's something I'm still trying to work on.”

Othmann joined Berard in deploying his high-production style throughout his first year of pro hockey at Hartford. The 21-year-old winger notched 21 goals and 49 points over 71 regular season games. He also earned the opportunity to make his NHL debut with the Rangers in early January.

Like Berard, Othmann echoed the importance of developing the defensive side of his game.

“From Game 1 to the last game of the season, [the Hartford staff] kept telling me that they saw big strides from my development [in the d-zone],” Othmann said. “Any time you hear that it's always a compliment. It’s always a confidence builder, being able to score and put up points, but if you can’t do the other stuff, you may not cut it. I’m just learning that [the defensive details] are the most important thing.”

DEV CAMP perreault othmann

At this year’s Development Camp, Othmann – who the Rangers selected 16th overall in 2021– and Gabe Perreault – who was the Rangers’ 2023 First-Round pick – displayed chemistry as they skated on a line together.

“It’s just a connection from last year,” Othmann explained. “You talk to one another, and I think we have the same kind of personality. He wants to win, I want to win, and we both want to be here. We’re helping each other out by both being here and pushing each other.”

While Othmann and Perreault were frequently all smiles out on the ice, Sykora added another positive presence with his signature contagious grin and rampant energy.

“I have to thank the New York Organization, for asking me to be a leader of this group,” Sykora said of attending Development Camp. “It was a great experience; I like this role. I play more like a captain [with] my country, so I like this role. I try to be the great guy for the other guys, help them to improve and develop themselves.”

The 19-year-old wrapped up a successful rookie season of pro hockey where he produced 23 points (8G, 15A) throughout 66 regular season games. His memorable year also featured a berth to the Quarterfinals with Team Slovakia at both this year’s u20 World Junior’s Ice Hockey Championships and at the 2024 IIHF (International Ice Hockey Federation) World Championship, where he was the youngest player in the tournament.

“I feel like when I came back from Juniors, I got more confident with the puck,” Sykora said. “I know in the first part of the season I got maybe more points, but, in the other half, I played much better with the puck to get greater scoring chances. I just need to improve my shooting and everything, then I can score more goals.”

DEV CAMP perreault


Perreault attended his second Rangers Development Camp following an impressive first year of Division l hockey for the Boston College Eagles. The shifty winger known for his astute hockey IQ recorded a 60-point season (19G, 41A) over 60 games.

Perreault flanked one of the top lines in the entirety of college hockey which included San Jose Sharks’ prospect Will Smith and Washington Capitals’ prospect Ryan Leonard. The trio, who previously played together on a line during their tenure at the U.S. National Team Development Program, carried over their success at BC. The successful season ultimately ended as runners-up in the National Championship to the University of Denver.

“It obviously a big year for myself and also the team,” Perreault said. It was a fun year overall, I thought I improved and got bigger.

“For myself and our line as a whole, we had high expectations for ourselves,” Perreault continued. “I think going to every game, obviously we want to score, but we want to help the team, so I think that’s the mentality we had for every game. When that comes, it makes it even more fun.”

Perreault confirmed he will return to Boston College this fall for his sophomore season and will look to continue fine-tuning his overall game.

“I’ve been focusing on getting bigger, keep gaining weight, stuff like that,” Perreault said. “I’m working on my skating which helps with getting stronger, so I think all those things combined.

“I’m just focused on having another big year at school,” Perreault added. “I’ll try to focus there, have a good season, and hopefully win a national championship.”



In what E.J. Emery described as a “whirlwind” of a week, was capped off in attending his first-ever Rangers Development Camp.

The Rangers’ 2024 First Rounder (30th overall) went from having his dream become a reality to arriving in New York for his first taste of what it means to be within the fold.

“It’s just been straight highs,” Emery said with a smile regarding the experience. “Just getting drafted to the next thing I know; I'm flying out here and going on the ice. It’s been a great time.”

The 18-year-old blueliner was selected by the Rangers on June 28 at Sphere in Las Vegas, Nev., where he celebrated with over 40 family members in attendance before making the coast-to-coast trek. Emery was elated to have been drafted by the very club where K’Andre Miller plays, who he noted he models his game after.

“I opened my messages, and I saw K’Andre text me,” Emery said. “I was pretty fired up from that.”

The Surrey, British Columbia native has spent the past two seasons immersed in the USNTDP’s pipeline where he prides himself as a steady defensive presence. Through 61 games with the U.S. National u18 (NTDP), the 6-foot-3, 185-pound right shot compiled 16 assists. And over the span of 27 games with the USNTDP (USHL), Emery registered six assists.

“My scanning ability, I think that's a huge strength that I have," Emery said. “Also, how well I can defend the rush and close up plays quickly. Something I have to work on is the puck touches, being patient with the puck, being calm and getting the puck up to the forwards.”

Emery is slated to attend the University of North Dakota this fall where he will play Division l hockey.

Rangers Agree to Terms with Braden Schneider

Rangers Agree to Terms with Braden Schneider

Rangers Agree to Terms with Chad Ruhwedel

Rangers Agree to Terms with Chad Ruhwedel

Rangers Agree to Terms with Casey Fitzgerald and Bo Groulx

Rangers Agree to Terms with Casey Fitzgerald and Bo Groulx

Rangers Agree to Terms with Sam Carrick

Rangers Agree to Terms with Sam Carrick

Rangers Acquire Reilly Smith

Rangers Acquire Reilly Smith

Rangers 2024 NHL Draft Class 

Rangers 2024 NHL Draft Class 

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Grant Potulny Named Head Coach of the AHL’s Hartford Wolf Pack

Glen Sather Announces Retirement

Glen Sather Announces Retirement

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Rangers Announce 2024 Preseason Schedule

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Rangers Agree to Terms with Kaapo Kakko

Postgame Notes: Game Six at Panthers

Postgame Notes: Game Six at Panthers

Pregame Notes: Game Six at Panthers

Pregame Notes: Game Six at Panthers

Postgame Notes: Game Five vs. Panthers

Postgame Notes: Game Five vs. Panthers

Pregame Notes: Game Five vs. Panthers

Pregame Notes: Game Five vs. Panthers

Postgame Notes: Game Four at Panthers

Postgame Notes: Game Four at Panthers

Pregame Notes: Game Four at Panthers

Pregame Notes: Game Four at Panthers

Postgame Notes: Game Three at Panthers

Postgame Notes: Game Three at Panthers

Pregame Notes: Game Three at Panthers

Pregame Notes: Game Three at Panthers


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  1. Top 11 Employee Training Topics for 2024

    Here are eleven in-demand and up-to-date employee training topics perfect for your 2024 strategy. 1. Conflict Resolution. Conflict occurs in the workplace naturally and can rarely be entirely eliminated. The best way to deal with it is to teach employees conflict resolution skills so they can resolve problems in any situation.

  2. 10 topics for Employee Training & Development

    Communication. Employees must understand how to communicate well with colleagues and clients. For that, you can teach some best practices: how to write an email, the correct tone of voice to approach a client, how to answer the phone, or how to handle disagreements with colleagues in a constructive manner. Ethics.

  3. 10 Topics for Training and Development

    10. Time Management. Time management is all about making use of time efficiently and wisely. As a topic for training and development, your team will learn ways to eliminate distractions and procrastinations by establishing a routine. They'll also discover other tips, like making use of productivity tools and more.

  4. 20 Professional Development Topics That Can Help You at Work

    14. Celebrating diversity and practicing inclusion. Part of your professional development can also include celebrating diversity. Diversity is a benefit to many businesses and inclusion helps those at an organization feel like they are just as valued as their peers.

  5. 15 Professional Development Ideas, Topics & Activities

    Check out this list of HR software. 14. Legal and compliance. Legal and compliance training can be a valuable professional development idea for individuals and organizations. Legal and compliance refers to adhering to laws, regulations, and industry standards that cover various aspects of an organization's operations.

  6. 100 Training Topics To Help Grow Your Career Skills

    These training topics identify many of the factors that contribute to diversity and discrimination issues at work: Cultural sensitivity. Micro-aggressions. Gender wage gap. Creating an accessible workplace. Invisible disabilities. Reporting and addressing discrimination. Pronouns and gender identity. Sexuality in the workplace.

  7. Growing Skills with Development Assignments

    Employee development focuses on collaborating with employees to enable them to acquire, develop, improve, and hone existing skills. It aims to build a talent pool to bolster the company's mission while creating highly engaged employees. Skills themselves refer to the mix of abilities, experiences, and qualities one may use to get stuff done.

  8. 12 Examples of Leadership Training Topics

    Examples of leadership training topics. Here are 12 examples of effective leadership development topics: 1. Conflict resolution. Workplace conflict can happen for many different reasons, including disagreements about work procedures, different or unmet needs, interests or ideas of employees and basic personality clashes.

  9. Your Guide to Employee Training and Development

    T ime-bound. This gives employees a tangible target to work toward rather than participating in training and development opportunities because they feel like they have to. Set these goals in partnership with your employees, so they feel involved in their own education and growth. 2. Get buy-in from leadership.

  10. Learning and Development

    Learning Delivery, Application and Evaluation. Module 4 • 4 hours to complete. This week you will learn about training compliance and the necessity of employees completing mandatory training. You will also apply all you have learned in this course by designing a training experience based on a real-world scenario.

  11. 6.1 Employee Training and Development

    6.1 Employee Training and Development. Training is the act of increasing the knowledge, skills, and abilities of an employee for doing a particular job. Organizations invest in training to make sure employees can perform their jobs effectively. A vast amount of research supports the fact that training is positively and directly related to ...

  12. Available Course Topics for Employee Training and Development

    Whether you have new or seasoned leaders charting the course for your business, an investment in their professional development with customized Leadership training will positively impact both their contributions and the performance of those they manage. Available topics include: Building Relationships; Coaching and Motivation; Delegating for ...

  13. What is Training and Development?

    Management Training and Development. The practice of growing employees into managers and managers into effective leaders by the ongoing enhancement of certain knowledge, skills, and abilities. Guide Put AI to work for HR and talent transformation. Find out how HR leaders are leading the way and applying AI to drive HR and talent transformation.

  14. Training and Development (T&D)

    Training and Development. Temporary assignments used to prepare employees for advancement. (Revised: 10/2021) Definition. Training and Development (T&D) assignments are temporary assignments to provide an employee with training and experience to move to a different occupational field. A T&D assignment is a formal agreement between the employee ...

  15. PDF MGMT 426: Training & Development

    re expected to grow and thrive. This course provides students with an overview of the roles of training and development (T. ) in human resource management. Theoretical foundations and practical issues involved in employee T&D in business [profit and nonpr.

  16. Training and development HRM

    Training and development assignment training and development: training and development play crucial role in logistics operation. it is how the business makes. Skip to document. ... During training period, we address important topics such as company's history, core principles, safety protocols and the significance of customer satisfaction. ...

  17. Developing Employees

    Templates and Tools. Employee development refers to training and related opportunities for employees to gain new skills and competencies. While many employers view development as a shared ...


    Training a person for a bigger and. higher job is development. Training is a short term process utilizing a systematic and organized procedure by. which non-managerial personnel learn technical ...

  19. 7 Key Steps for Better Training and Development Programs

    Here are seven key steps you should consider to both build out and update an effective training and development program. 1. Benchmark against the competition. Before agreeing to support a new ...

  20. Training & Development In HRM: 10 Types, Stages [+best Practices]

    Investing in employee training and development serves five key purposes:. Boosts Employee Retention High-performing employees look for training and development opportunities to grow professionally. Learning and development initiatives signal to the employees that the organization values its employees and is willing to invest in their professional growth.

  21. Assignment On Training & Development

    Assignment on Training & Development - Free download as Word Doc (.doc), PDF File (.pdf), Text File (.txt) or read online for free. Training and development are important for employees and organizations. Training focuses on current job skills while development prepares employees for future roles. Both involve improving skills, knowledge, attitudes and behaviors through various methods like on ...

  22. Training and development assignment.pdf

    The effectiveness of the training development programs I have mentioned above has been driven by strong M+E systems. Investment in Training and development ( Amount in Million) United Kingdom Bangladesh 2600 270 India Sri Lanka 1300 400 Figure- Investment in training of various countries. 7 f. This is a paper that implies the concept of ...

  23. 5 Professional Development Topics for Career Advancement

    5. Professional Growth and Self-Improvement: Professional growth and self-improvement are vital components of a fulfilling and successful career journey. Within this essential area, three key points stand out: goal setting, mentoring, and emotional intelligence. Goal Setting:

  24. College of Engineering Offers Teaching Assistant Professional

    The TA Professional Development Workshop has the dual goal of pedagogical training for TAs and professional development for graduate students. The workshop will include a full two-day agenda covering topics such as: Roles and responsibilities; Integrating student diversity and inclusion; Identifying campus resources for learning and health

  25. OTED Management Directory

    Title and Name. Office Phone. Cell Phone. Email. Division Director: Farmer, William (Bill) 240-402-9866. 240-447-4348. [email protected]. Manager ...

  26. New York Rangers 2024 Development Camp Recap

    At this year's Development Camp, Othmann - who the Rangers selected 16th overall in 2021- and Gabe Perreault - who was the Rangers' 2023 First-Round pick - displayed chemistry as they ...