ABSTRACT
This chapter explores a way of renewing human resources—working with new and existing employees to tailor, update, and develop new competencies. It presents the relationship between training and strategic planning. The chapter distinguishes between training, education, and staff development as part of the development function. It explains the issues and methods associated with developing the organization as a whole, new employees, and existing employees. The chapter describes the roles of the human resources development specialist. It also describes training needs assessment, design, and evaluation. The chapter discusses the way the development function is viewed from the perspective of alternative personnel systems. It also discusses the role that professional associations play in the training and development process. A supervisor who aspires to a managerial position may be encouraged to continue his or her formal education by obtaining a college degree at the bachelor's or master's level.
