People are the most important resource for today's organizations. Organizations must invest in their employees to sustain a competitive advantage and achieve their strategic objectives. Strategic Training and Development translates theory and research into best practices for improving employee knowledge, skills, and behaviors in the workplace. Authors Robyn A. Berkley and David M. Kaplan take a holistic and experiential approach, providing ample practice opportunities for students. A strong focus on technology, ethics, legal issues, diversity and inclusion, and succession helps prepare students to succeed in today’s business environment.

Employee Development

Employee Development

Learning Objectives

  • Identify what it takes to have learning agility.
  • Identify the steps to improve employee development programs.
  • Compare and contrast the different methods of employee development.
  • Differentiate between mentoring and coaching.
  • Design an effective mentoring program.
  • Compare and contrast the value of internal versus external coaching.
  • Describe the steps to identify what employees need for leadership development.

A training and strategic development framework similar to Unnumbered Exhibit P-I. The Training and Development Strategy stage, the need analysis and the development plan stage are highlighted.Training and Development Strategy stage is boldfaced.

Few people understand the coaching industry better than Debbie Phillips. Debbie has been a coaching professional since the 1990s during the nascent years of the industry. Before becoming a coach, Debbie worked in journalism, and in public administration as the deputy press secretary for John Glenn during his run for the Democratic nomination for president, and as the press secretary for former Ohio governor Richard Celeste. One thing she observed is ...

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