Training and Organizational Success

Training and Organizational Success

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Developing employees is associated with improved productivity. This is why organizations are investing in human resources training (Cascio & Aguinis, 2011). Denel Limited is a large organization supplying food products. This organization provides hard skills training. While these skills are necessary for driving success, soft skills are equally important. According to Zhang, (2012), the two skills are interdependent.  Hard skills give employees expertise leading to improved employee performance and eventually improved organizational performance. On the other hand, soft skills give employees competencies for relating well with others (Zhang, 2012). These competencies improve employee motivation creating a harmonized working environment associated with improved organizational productivity.

Denel Limited uses mentorship to training its employees. This method is evidence-based and valid. Mentors, mentees, and the organization, in general, are incorporated as the key elements in the program design. Such a design according to Allen, (2017), is valid and evidence-based practice. Trainees’ reactions and behavior are used in evaluating the success of the training. Evidence shows that this is a valid method of measuring the outcomes of a training program (Allen, 2017).

From an I/O psychology perspective, HRM would ensure that training design is effective by following three recommendations. First, before training a training needs analysis should be conducted (Cascio & Aguinis, 2011). Then, a learning climate should be prepared. During training, the right employee mindset should be enabled. This will promote self-efficacy as well as boost the motivation for learning. After training, trainees should be able to transfer the learned skills. This requires opportunities for applying acquired knowledge and skills. To measure training outcomes, HRM should consider Kirkpatrick’s framework (Salas et al., 2012).

We are working on an evidence-based training and development program to be implemented by the organization. Through this program, organizations have managed to excel and realize their goals.  During the training program, the workforce will be trained continuously enabling the organization to remain competitive. By implementing this recommendation, the organization will yield greater results.


Allen. R. (2017). An Evidence-Based Mentorship Program for Experienced Nurses. Walden Dissertations and Doctoral Studies, 1-98.

Cascio, W. F., & Aguinis, H. (2011). Applied psychology in human resource management             (7th ed.). Upper Saddle River, NJ: Prentice Hall.

Salas, E., Tannenbaum, S., Kraiger, K. & Smith-Jentsch, K. (2012). The Science of Training    and Development in Organizations: What Matters in Practice. Association for     Pyschological Science, 13 (2), 74-101.

Zhang, A. (2012). Peer Assessment of Soft Skills and Hard Skills. Journal of Information           Technology Education: Research, 11, 156-166.