Training and Talent Development — How I/O and HR Partner

Training and Talent Development — How I/O and HR Partner

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SHRM and SIOP share a common goal. They want to impact the workplace positively. The two organizations also believe that their professions add to strategic value to every organization (Cohen, 2009). They use the I/O psychology science to add value to HR practice. The two have partnered creating a series of resources meant for HR practitioners. These resources are useful in improving management practices in the workplace (Cohen, 2009). HR departments in various organizations have managed to solve various HR challenges. For example, Essential Care couldn’t agree on the best strategy to retain talents. However, after implementing evidence-based strategies in making workplace decisions. The organization was able to prioritize training as part of employee development essential for retaining talents.

One of the SHRM-SIOP White Papers is ‘Coaching for Professional Development’. According to this paper, coaching helps people to reach their maximum potential. It has a positive effect on skills, performance, as well as attitude towards work (DiGirolamo, 2015). Through coaching, employees are able to identify and develop particular skills that they need to enhance their talent (DiGirolamo, 2015). The paper argues that organizations that use coaching have reported positive effects such as improved engagement, better employee relations, and enhanced commitment. Therefore, coaching is necessary for facilitating development and for building a powerful team.

It is very important that training evaluation methods are grounded in evidence-based research. There are two reasons for this. First, through evidence-based practice, a more informed decision is made. Second, an effective decision is made. Results from training evaluations are used to make decisions that will affect employees as well as an organization in general (Cascio & Aguinis, 2011). Therefore, such information should not be derived from guesswork. Instead, the conclusions should be based on evidence-based research.


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

Cohen, D. (2009). SHRM and SIOP mission focused: serving HR and I-O professionals. The   Industrial-Organizational Psychologists, 46 (3), 15-18.

DiGirolamo, J. (2015). Coaching for Professional Development. SHRM-SIOP Science of HR    White Paper Series, 1-26.