Understand training and career development.

Observation skills provide powerful information that helps us the people around us and their
emotions. Careful observation of both verbal and non-verbal cues gives a hint of human behavior
like distress, interest, or passion. The same observation skills are used in the development program
for new and seasoned leaders. Different skills have varying methods of observation. Before
observation is carried out it is planned. The observer identifies situations that best illustrate the skill
or knowledge that requires development such as negotiations, difficult conversations presentations,
and team meetings. These observations illuminate the leader’s motivation, style, and level of self-
awareness.

Periodic review is an ongoing process of identifying employee development needs. An individual

development plan is often used to assure formal training needs are identified. The periodic review is
carried out by revisiting the individual development plan and comparing it to the current arising
organizational needs. New talents and skills are identified and included in the individual
development plan. This is important in attaining job proficiency and maintaining satisfactory
performances, emerging organizational needs, and developmental needs. There are methods of
achieving periodic review through on-the-job-training, good coaching of new skills, job rotation from
one assignment to another, detail assignments, and shadowing another person provide a way to
determine the training efficiency offered. Formal training and correspondence courses are learning
options that can be recommended if employee development need still exists.

Achievement of successful outcomes starts with the measurement of outcomes. The need for
determining outcomes informs the level of achievement of success. There are methods to be used to
validate the outcome measured. Methods such as satisfaction surveys, participation observation,
individual development plan review, focus groups, and many more.

The use of targets in training and development involves determining the organizational need and
objectives of the training. These form the target goals and the training need analysis. These targets
set are followed and achieved during the training and development process.

Benchmarking is where the best practices in a field are identified for products, services, or processes
and then make improvements to reach those standards. Methods of benchmarking include literature
review, observation, case studies, comparison and discussion, and research for best practices in
different organizations. Types of benchmarking include performance benchmarking, process
benchmarking, strategic benchmarking, internal benchmarking, competitive benchmarking,
functional benchmarking, and generic benchmarking.

Feedback from others is information provided by an agent or party about their experience,
performance, or understanding. Feedback serves as a benchmark and a periodic review of a
process. This is used in reducing the discrepancy between current and desired understanding.
Feedback provides data for periodic review and analysis.

The development of career training is formed in such a way that it provides the professionals with
different opportunities to assess and have a plan for their employment in the future, in addition to
that, they can have vast knowledge and skills that are related to their jobs. The continuing
professional development (CPD) is any task that grants to the learning cum development by the
professionals .it can very wide to the level of accomplishing a course, in addition to this, it be in such
a way that it involves work reflection via supervisions or through research. Skills alongside
knowledge are also required for various areas for example development of the policies and the
fostering of the professional aspects of social care. It is very crucial since it ensures that the health
professionals are informed and are up to date with the most current technologies, tools of
innovation, this further enhances competencies and professional prowess.

There should be equal employment opportunities, any person who is applying for a job has a right
for equivalent rights for the hiring process. There should be no favoritism according to race, religion,
or sex if the person is qualified attributes. The employer should not base their reasons for
recruitment based on the above-mentioned factors.

Human resource should always have strategic partners, this is applicable in steering successions in
management, it also enhances retention of knowledge, this provides opportunities in the
transformation in decision making together with influencing various activities. With cooperate HR
tasks, there is a set deliberate tone that dispenses certain specialized knowledge. On the other hand,
there is implementation and adaptation by the general HR experts to fit the requirements of certain
business groups. Healthy anxiety is among the directives of the policy which is set on the
cooperation of the HR the wide requirements of various business units.