Human Resource Development (HRD)

Need for Training

Nowadays, Human Resource Development (HRD) is viewed as an important instrument to bring about organizational changes (Werner & DeSimone, 2011). However, HRD came out of the development and training efforts that had boomed after and during World War II. Human Resource Development includes improvement in the current job training program, preparing individuals for future with indefinable jobs within the organization, and assisting employees in growing to meet the future growth of the organization (Werner & DeSimone, 2011). Training needs helps the organization to highlight potential threat and act according to rather than identifying the skill gap when issues arise. Immediately you have identified the gap that exists in your organization; it makes it easy to lay a training plan to cover all the gaps. Training needs will highlight the training need that you never considered before and offer training to ensure all employees are productive enough. This report thus will create a plan for a proposed training program for an organization with need analysis to identify HRD needs within the organizations training program and provide potential evaluation strategies.

Communication Skills as the proposed Training Program

My training program is the improvement of communication skills within Amazon. Amazon has developed a communication skills training program for its employees to improve their communication skills within the organization. Communication skills are important to be effective in all aspects of life, whether a professional life of personal life (Werner & DeSimone, 2011).  The program will highlight the difficulties of being a great communicator and how it affects the organization. The current workforce for amazon is nearly 300, 000 employees, the company is investing $700 million to up communication skills and other various fields for their employees. According to Amazon, the investment will beef up the existing program and new ones (Werner & DeSimone, 2011).  The program uses several tools which assist the participant in the training in improving by attending to their weakness. Although the training will include adults, they must know the reason for training before they involve in training (Knowles, Holton & Swanson, 2014). The trainee must ensure everybody knows the reason behind training for them to co-operate. Adults should also be treated and seen as like they are capable since that is their nature. Adults are always ready to learn a new thing as long as it will make them deliver effectively in real life (Knowles, Holton & Swanson, 2014).

  • Assessing both short-term and long term goals
  • A daily check-in with sanctuary meeting
  • And conducting individuals performance evaluation
  • Setting the expectation and goals of the training

Analysis of HRD Needs

The highest priority that Amazon had when allocating training resources for effective communication skills of their employees was to boost the company’s sales. Although despite the allocation of all resources for the training program, their training turned out so ineffective hence they never achieved their goal (Hassan, 2007). All these happened due to common challenges in training and development. The biggest challenge among others which amazon faced when implementing communication training program was poor timing as well as dispersing workforce to limit the cost while improving engagement.

Hectic Schedule on Employees

The organization had to consider the use of microlearning strategy to deliver information in bite-size like short videos and infographics among others to make training easy. The organization should consider short and straightforward assessment where applicable, which will provide employees with vast opportunity on their learning progress.

A dispersed Workforce

This is a new challenge in development and training in the workforce (Mulang, 2015). The dispersed workforce is quite challenging to offer training since misunderstandings are often and cultural differences may also lead to inconsistency in training. The organization ought to use social tools to bring togetherness the dispersed team (Hassan, 2007). This is done by video conferencing, online forums, and webinars. Before the training begins, the company must clarify to the entire member involved in the training concerning the goals and expectation of the training. All employees should know what is expected of them and how their achievement in that training will assist them individually. The organization should also consider the implementation of the training agreement and ensure each employee has to sign a commitment to their learning process.

Different Learning Habits

Despite the number of workers you are training, it is essential to consider their preference as well as habits to curb future training issues. To help with this issue of habits, the organization must conduct a need analysis that only major on the learning preferences of your audience. The company must choose a simple user, welcoming interface. They should tool such as discussion forums to make it easier for all the trainees to ask questions and receiving technical guidance and content. The organization should incorporate various types of content like videos and graphics to carter for various leaning preference.

Lack of Engagement

Engagement is very significant in three phases that are emotional, cognitive, and behavioural (Hassan, 2007). Minus all three levels in place there, your training must go through some challenges; thus, you will not attain your goals. The solution to this challenge is to incorporate all learning activities such as role-plays, case study and scenarios into your training. The organization should recognize a learning culture which is more active and ensure all the employees are feeling accommodated in that culture because it will increase their emotional engagement (Mulang, 2015). The organization can make use of discussion forums as well as informal live space for all the trainees to interact casually. This will give employees the courage to involve emotionally with other learners. The organization must understand that when training employees, most of them are more likely to fully participate in learning activities if they understand the main objective of the training.

Irrelevant Training

Several training programs are more generic and not personalized enough for particular skills and roles. However, these generic training can strain learners patience as well as time by forcing them to indulge with something irrelevant. To solve this problem for the accurate outcome of your goals, the organization need to categorize the learning outcomes into an important role. Amazon had to make only essential training compulsory and not the other way round. They need to convey any relevant new information when it is most needed.


Human Resource Development (HRD) Program to Address the Needs

Although the organization spend a lot of money on improving communication skills for their employees, only 35% manages to attain the goals and expectation as required by the organization. When we assessed the long term and short term goals, it turned out that a significant number of employees attained the short term goals as compared to those who accomplished the long term goals. When the organization evaluated for an individual performance, there was a massive gap between employees communications skill as compared to the skills required for the adequate performance of the job. Also, the assessment showed discrepancies between the employee’s current communications skills and the skills they needed to attain after training program for effective performance on the current job. In regards to the assessment of the proposed communication skills training program for amazon employees, there was a need for HRD for the organization to meet its expectations.

There is a need for HRD because the organization experienced loses more than the profit, they spend more money on training, but they failed to reach their goal. Even after investing a lot on the communication skills training program, the organization still manages to face the problem of poor communications skills within its employees. In this case, Human Resource Development will assist the organization in acquiring skills and competence to ensure they are more productive to the organization in terms of current and future condition of the organizations (Mulang, 2015). Human Resource Development will help employees to understand their capabilities better so that they can utilize them to fulfil the organization’s expectations both personal and professional. For Amazon to improve effectiveness in communication skills for its employees as well as the organization, there must be a need for HRD implementations. HRD will increase the learning capacity of persons as well as the applications of communications skills for the organizations through the use and development of training innervations to optimize the growth and effectiveness of the organization. For Amazon to attain a higher degree as well as a quality performance of the task, there is a need for a higher level of degree of skills.


Potential Evaluation Strategies

Be Fully Committed

For any project to become successful, you must be fully committed to it (Mulang, 2015). The leaders of Amazon do not have to offer training to its employees without getting fully involved. The moment they are committed to the whole training process, they will not accept failure. Thus they will attain their objectives. Success only comes to those who work hard.

Neglecting What Happens after Training:

Most organizations do not follow up or evaluate that their workers have learned mostly when they fail to meet their objectives (Mulang, 2015). Although the training offered by Amazon on communications skills did not turn out as expected, they were unable to evaluate the results of practice.

Taking into Consideration the Organizational Culture:

Each organization has its own culture, and they all vary. Before amazon implements the training procedure, they must ensure the organizational culture is taken into consideration. They must recognize the unique needs of the company, the climate, among others. They should maintain the balance of external expertise and internal insight.

Proper Planning and Time Allocation:

The primary key to successful training is planning (Hassan, 2007). The organization must ensure they start preparation early enough for training to be practical. The training should not coincide with the busy times of the years like the begging and tend of the year is very appropriate for the training to be practical.


Hassan, A. (2007). Human resource development and organizational values. Journal of European Industrial Training.

Knowles, M. S., Holton III, E. F., & Swanson, R. A. (2014). The adult learner: The definitive classic in adult education and human resource development. Routledge.

Mulang, A. (2015). The importance of training for social resource development in an organization. Journal of Public Administration and Governance, 5(1), 190-197.

Werner, J. M., & DeSimone, R. L. (2011). Human resource development. Cengage Learning.

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