BA

Chen, G., & Klimoski, R. J. (2007). Training and development of human resources at work: Is the state of our science strong? Human Resource Management Review. https://doi.org/10.1016/j.hrmr.2007.03.004

The journal delves into the gaps and progress in the scientific training and development of employee programs. The paper provides three standards against which scientific advancement develops towards meeting the required evaluation process. Additionally, the paper identifies gaps in the employee training and development program that require improvements. The gap identified in this research paper hint on what future trainers and employee development programs should expand on. The article is also important in understanding how learning and training are influential in multiple levels of organizational growth. This source is reliable because it is an academic journal devoted to the publication of scholarly conceptual.

Jehanzeb, K., & Ahmed Bashir, N. (2013). Training and Development Program and its Benefits

to Employee and Organization: A Conceptual Study. European Journal of Business and Management.

The article presents a conceptual study on the employee training and development and its advantages. The authors inspected the elements and structures of employee development and employee training programs and their positive outcomes on both the employees and to the organizations. This article will provide the students and the employees with supportive program ideas that emphasize the expertise and the ability of the employees. The substantial discussion on this paper will lead to the development of the employee and the organization. The organization's information technology system will help employees expand their knowledge, so this I.T system will help my online course proposal to provide a learning plan. The source is credible because it published in an academically rigorous article.

Maheshwari, S., & Vohra, V. (2015). Identifying critical HR practices impacting employee

perception and commitment during organizational change. Journal of Organizational Change Management. https://doi.org/10.1108/JOCM-03-2014-0066

This journal highlights the critical roles played by the HR department in an organization during

and after the organizational change. It also delves into the practices that might alter the behavior of the employee in the day-to-day business activities of an organization. Additionally, the journal provides past literature reviews concerning the role of an employee in organizational change.

Since HR Department decisions are well positioned to influence employee behavior, this article offers some of the practices that will affect employees at work both positively and negatively.

Maheshwari believes that HR provides leadership, training, communication and technology practices, which affect employee perception positively. These positively impacted practices can be applied to my proposal. The source is credible because it is a well-researched and published in a scholarly journal.

Niazi, A. S. (2011). Training and Development Strategy and Its Role in Organizational

Performance. Journal of Public Administration and Governance. https://doi.org/10.5296/jpag.v1i2.862

This article explains the objectives and benefits of employee training and development. It discusses a platform for learning organizations that ensure that their employees gain effective training to perform their duties efficiently, increase the competitive advantage, and experience self -growth. This source is useful because it provides readers with the knowledge of skills that are continuously improving to bring innovation and reinvention in training and development strategy. Niazi said that "an ideal training shall become part of a company-wide strategy and it must Be is linked to business goals and organizational performance." His idea would popularize my proposal to attract more participants. This is a credible source because the article was written by a prestigious author who was a political leader of Pakistan.

Noe, R. A. (2010). Employee Training and Development. The McGraw-Hill Companies, Inc.,

Paul Ducham.

This paper analyzes the rapid and complete changes, highlights the need for human capital within the organization, and the means to be a reliable source of continuous competition agents. It emphasizes the need to invest resources such as information, time, money, and energy into the permanent training of employees so that employees can make progress in the organization. This article is critical to understanding the need to continuously create and process knowledge and knowledge management and its rapid implementation. The activities highlighted in this article will help students see the company as a learning organization with unlimited opportunities for innovation. Therefore, participants will realize that learning and knowledge acquisition are the keys to success. Noe believes that diversified training can develop human capital and enable

employees to innovate, which is necessary to popularize my proposal in companies. This source comes from a well-researched article written by a professor of the department of management at Ohio State University, so it has credibility.