Induction or Orientation Training:

These employee development methods are specifically for new employees and are important in enabling them to become more productive as soon as possible. The duration of induction or orientation development methods vary depending on various factors including size of the organization, complexity of the job and the position of the new employees in the firm. Basically, these kinds of trainings include areas like learning about the specific responsibilities of the job, organizational objectives, internal workings and meeting new colleagues. The main benefit of these methods is that they enable the new employees to avoid costly mistakes and understand the responsibilities of their new jobs.

Employee Development and Organizational Development:

Organizational development is basically considered as the process with which an organization develops the internal ability to enable it to carry out its mission effectively and efficiently. This process also involves the development of internal capacities that enable the organization to sustain itself on the long-term. In most cases, organizational development usually covers organizational design, evaluation and process improvement. Employee development and organizational development are closely connected since the evaluation process of organizational development also includes employee engagement and satisfaction. An organization determines employee engagement and satisfaction through employee development techniques. Through organizational development, an organization's effectiveness is improved which is in turn...

Since it's the organizational department that oversees the employee development process, human resource management designs the employee development program. This department has an impact of career development and employee retention since it's responsible for assessing the progress and development of the employees. One of the most important ways that this department impacts career development and employee retention is that it begins with setting individual goals for the employees (Jane, 2011). This is followed by equipping and providing the employees with necessary skills and tools to accomplish the evaluated goals. Once this is done, the employees are evaluated after a period of time to determine their progress and contribution to the organization.