Career Development, Personnel Evaluation, and Training Programs

Human resource managers face one of the most difficult tasks: balancing the need to hire, retain, and train the employees who are the best qualified for the job while keeping corporate profits steadily rising and corporate expenses at a reasonable level. As todays workforce becomes increasingly diverse, human resource managers are being forced to develop and innovate more creative career development, personnel evaluation, and training programs. The objectives underlying such programs is to offer employees a work environment where they are continually stimulated intellectually, where they may learn new skills and strengthen old ones, and where human resource managers may extract the maximum amount of productivity from their employees. What makes the development and use of career development, personnel evaluation, and training programs so vital is the fact that corporations cannot achieve and maintain a sustained competitive advantage unless its employees possess the most desired and useful abilities, knowledge, and skills.

This paper analyzes and examines the problems involved in developing career development, personnel evaluation, and training programs. Part II discusses the issues associated with developing career development programs. In Part III, the problems involved in developing personnel evaluation programs. Part IV outlines the difficulties associated with developing training programs. Lastly, this paper concludes with recommendations for addressing the problems involved in developing career development, personnel evaluation, and training programs.


Career development programs are integral to human resource managers because they allow corporations to hire and retain those employees who will bring the highest level of education, intelligence, qualifications, and skills to the corporation. By offering continuing educational opportunities, enticing compensation packages, equitable pay, flexible benefits and incentives, and opportunities for advancement, corporations will ensure that they will retain a competitive advantage which will allow them to attract the most desired and well-qualified employees. In addition, developing and implementing effective career development programs will allow human resource managers to capitalize on previous investments made in developing, recruiting, selecting, and training employees while ensuring that the corporations profits rise.


Effective personnel evaluation programs are crucial to human resource managers because they allow corporations to develop and implement objective criteria that may be used to determine whether an employee should be dismissed, given a raise, laid off, promoted, transferred, etc. The most common form of personnel evaluation programs are those which involve classification and ranking structures. Job classification systems place jobs into pre-established grades with higher rated grades mandating increased pay and responsibilities. The job ranking system arranges jobs in.

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