I am an HRD professional who has 3,000 employees, and of those 3,000, 25oo are licensed professional engineers with a continuing education requirement – some have multi-state requirements. What type of continuing education programs can i offer them?? How would i monitor their professional statuses? How can i link their training to their performances? Is this continuing education important to those who have the licenses to practice?

I need a discussion response to my peers post Employee training and development is very important in today’s society, it created a great impact on organization, it help to identify and address weakness, improved employees performance, consistency and satisfaction. According to research; “training and development program have the advantage over employees in other company who are left to seek out training opportunity on their own” (Mazenod, A. 2013). “In today’s economy employees have less loyalty to an organization and are quite willing to move to another organization to advance their careers” (Blanchard, P.N. & Thacker, J. 2013). In addition, to keep valuable employees in this competitive job market organization have taken the interest of their employees more seriously; they implement additional training and give employees the opportunities to enhance their skills. According to the text, “an important part of the development process is to offer to help employee develop skills for the future (personal development), not just for present job” (Blanchard, P.N. & Thacker, J. 2013). In addition, there has been a big emphasis on management training, the best qualities can be attain in any manager or leader when they have to face adversity, criticism, disappointments, pain, anger and ultimately rise out of those situation, a better person, stronger and unscathed. For example, a recent incident at my workplace required management to implement lunch schedule for the department. During lunch hours which are from noon to 2:00 p.m., it became obvious; everyone was leaving and returning at various times. This started to impact staffing, because no one was available to respond to incoming phone calls on our hotline. This was a dedicated phone line and because of these issues, numerous escalations ensued. Management knew the backlash would be very vocal, especially from senior staff members. Therefore, they sent an email to everyone and suggested we coordinate and discuss what times would be appropriate for all. Ultimately, this served to be a very bold decision but it was one that everyone was able to compromised and effectively resolved. Managers carry a different and more complex burden for ensuring the success of the enterprise than do nonmanagers” (Blanchard, P.N. & Thacker, J. 2013). Word count 396 References: Blanchard, P.N. & Thacker, J. (2013). Effective Training: System, Strategies, Practice (5th ed). New York, NY: McGraw Hill. Mazenod, A. (2013). Engaging employers in workplace training – lessons from the English Train to Gain programme. International Journal of Training and Development, 18(1), 53-65. doi:10.1111/ijtd.12020

I need a discussion response to my peers post “In today’s economy, employees have less loyalty to an organization and are quite willing to move to another organization to advance their careers.” (Blanchard & Thacker, 2013) This is why employee development is so important in today’s society. It is also important because employees who are ambitious want to enhance their skills and knowledge, so by providing the opportunity to do so, it is reinforcing employee development and reassuring that they are valuable to the company. “Development of both management and non-management employees is necessary in today’s environment if an organization is to be a success.” (Blanchard & Thacker, 2013) It is both in the employees and managements interest to enhance development in both areas in the company. “Management training is seen as a vital part of improving organizational performance; A training professional needs to understand a part of the business that is in such demand.” (Blanchard & Thacker, 2013) Employee and management training is important for development. It identifies the people who are motivated and loyal to the company. WC: 189 References: Blanchard, P. N. & Thacker, J. (2013) Effective Training: System, Strategies, Practice (5th ed.). New York, NY: McGraw Hill