Week 5 Project

HR Development Programs—Employee Value

Case Study:

Jack was at the peak of his career, and his life was absolutely amazing. Traveling throughout the U.S. and other countries brought him joy because he was able to do two things that he very much enjoyed— training and traveling. As his organization hired him right out of college, Jack worked endlessly to learn the training courses. After �ve-and-a-half years, he moved into an of�ce on the thirtieth �oor and resides in one of the prestigious locations in Hudson Yards. As the President of Training and Development, Jack could not think of anything he could want more in a career. He was excellent at his craft, and all of his staff were very accomplished trainers. Jack was not the easiest trainer to work with, but he made sure that his employees were cross-trained. Each of his employees spoke at least one foreign language. He would even pay for the foreign language courses to ensure that his staff had every chance to succeed. It was all swept away in 2007. The entire training budget was cut. All twenty employees, including Jack, found themselves unemployed.

Jack had carefully mapped out his career plan during and after college. He applied at the top three multinational companies (MNCs) with the most promising opportunities. He worked sixteen hours a day and sometimes seven days a week to leverage his position in the training department. Jack failed to do one important thing. He forgot to factor in economic issues and budget cuts. Even though his organization was one of the three with the best training and development programs, they did not have a very strong HR department. The HR professional had no idea of HRD, cost, or bene�ts of implementing such a program; therefore, she could not explain the importance of human capital to the executive team.

Additional Materials

From your course textbook, Investing in People: Financial Impact of Human Resource Initiatives, read the following chapter:

Costs and Bene�ts of HR Development Programs

From the South University Online Library, review the following articles:

Why Is Organizing Human Resource Development So Problematic? (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=bth&AN=124739436&site=eds-live)

Key Intersections Between HRD and Management (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=bth&AN=62108846&site=eds-live)





Cutting Costs, Not Staf�ng (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=bwh&AN=36364437&site=eds-live) 

Ten Ways to Prove Return on Investment on Your Training Program (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=ofm&AN=82159909&site=eds-live)

Training Investment as a Driver of Stock Prices (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=bth&AN=58151275&site=eds-live)





