Memorandum

To：XXX
From：XXX
Date：8/4/2022
Subject：Training and development
This article describes how training and development for HR departments is run.

·Human Resource training and development have a systematic connection effect on

the organization, Human Resource Training and Development fosters an ongoing
organizational Identity, And relationship between human resources training and
development and sustainable development of enterprises

· Proposed improving the enterprise human resources Training and development for
Training and development of human resources department. Timely use of New Talent
Training Technology, Complete Performance Evaluation system suggestions.

· Make a final summary of this paper

This article describes the training and development of human resources department,
hoping to provide readers with reference to human resources.
Thank you
XXX
XXX@XXX
XXX

1.0 Executive summary

With the continuous development of market economy, human resources have become

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the key for enterprises to obtain the market. The training and development of human
resources within enterprises can help them realize their own development strategy
needs and meet the current talent needs of enterprises. The development of enterprises
is inseparable from the training and development of human resources, through this
key technology, the common development of enterprises and internal employees can
be realized. In this paper, combined with the actual human resources training and
development of enterprises, the specific development strategy of the current work is
discussed, so as to help enterprises to realize the comprehensive management of
internal human resources as soon as possible, and promote the process of enterprise
strategic layout. First of all, enterprises' demand for excellent talents in talent
recruitment is on the rise, and excellent talents can provide help for the long-term
development of enterprises. In the recruitment of enterprises, due to the shortage of
high-quality talents, they often encounter the situation of no talents available
(Barbar,2019). Second, high-end talents for enterprise in the recruitment of
comprehensive consider that part of the enterprise to be eliminated, while the
enterprise salary and future development cannot meet the requirements of this part of
the talented persons, there is a problem when the part of the enterprise recruitment,
this causes the enterprise to retain this part of the high-quality talent cost too high cost
of human resources. There are also a part of talents because of their own
characteristics of the work, often with the development of the enterprise conflict,
leading to a relatively large brain drain of enterprises, so to increase the management
and assessment of human resources is the focus of most enterprises to consider.
Domestic enterprises can find the problems in the recruitment, timely according to the
existing standard of choose and employ persons of outstanding enterprises improve
their own system of human resource management, human resources management
work, timely find out the shortage of the related work in the work, in the process of
constant progress, take a hard look at the current market demand for enterprise,
employees of the enterprise continuously put forward new requirements, So as to
promote the continuous progress of employees, and finally promote the development

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of enterprises.

2.0 Significance of the Study

Enterprise's human resources training and development decides the enterprise's future
development direction, in the modern enterprise competition, the key is the enterprise
talented person's competition, enterprises must fully mobilize enterprise internal
available resources for human resources training and development, stressed the
importance of human resources in a business, we will energetically overhaul the
human resources department, Support THE training and development of relevant
human resources, actively organize the training of human resources according to the
actual situation of the enterprise, improve the comprehensive quality of the enterprise
staff, so as to ensure that the enterprise can ensure its core position in the process of
market competition and development.

2.1 Importance of HR Training and development

The sustainable development of an organization depends on its competitive advantage
in the era of global competition and knowledge economy. There are two ways to
obtain the core competence and realize the sustainable development of the
organization: external way and internal way. External approach refers to the
organization's rational choice of external industry and grasp the key points of industry
competition; The systematic integration of internal resources and the improvement of
internal capabilities belong to internal approaches (Khan,2020). The human capital in
the organization is the effective resource to realize the sustainable development of the
organization through the internal way. Human resource training and development is
an effective means to improve human capital, and an effective way for organizations
to achieve sustainable development and build core competence in a rapidly changing
environment. Organizations tend to be more effective than individual reserves,
accumulated experience and lessons, science and technology organization can
transcend individual exists continuous so pay attention to human resources training

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and development system design to improve the personnel in the organization of
socialization, continuous change and innovation of organized groups to guarantee the
sustainable development of organization plays an important role at the same time also
can promote the organization of individual ability and quality Highly cultivated
organizational identity (Paleti,2021). Sustainable development is the core issue of
"short-term interests" and "long-term interests" balance problem between China's
current human resources training and development tend to focus on the "short-term
interest" lack are connected to the sustainable development of the organization
strategy, organization, this paper attempts to from the Angle of human resource
management, organizational sociology, to explore building a system for the
development of human resources training organization to realize the sustainable
development.

1. Human resource training and development have a systematic connection effect

on the organization
Training and development are two related and distinct concepts. The purpose of
training and development is to improve the ability of employees to achieve the
synchronous growth of employees and the organization. Human resource training and
development is not only an important way to cultivate employees' skills and abilities,
but also to deepen organizational development and promote organizational behavior
and culture. In the era of knowledge-based economy, the living environment of
organizations has become more complex and rapidly changing. Organizations are
experiencing the combined effects of globalization, information networking,
knowledge and innovation, organizational speed and transformation and other forces
(Ghani, 2020). Each of these forces puts forward demands for human resource
training and development. These demands require the organization to construct the
human resources training and development system from the perspective of
globalization, sustainable development and supporting the core competitiveness of the
organization. Human resource training and development have a systematic connection

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effect on the organization. Training and development system is an important aspect of
organizational behavior. It is a subsystem of human resource management system and
an important part of the system. It is closely related to each system module of the
organization. In order to ensure the sustainable development of the organization and
the effective implementation of the organization strategy to ensure and continuously
accelerate the formation of employees' skills and abilities, the organization must
establish an effective training and development system to connect the organization
strategy with the individual and form effective coordination.

2. Human resource training and development fosters an ongoing organizational

identity
According to Coleman's rational choice theory, macroscopic phenomena affect
individual values, which will affect individual behaviors, which will lead to
macroscopic phenomena. Human resources training and development at the micro
individual level will positively affect the sustainable development of organizations at
the macro level. From the perspective of sociology, organizational identity is a
process in which individuals define self-organization members' identification with the
mission, vision and strategy of the organization and thus belong to the organization. It
is the connection and psychological bond between individuals and organizations.
Under the role of human resources training and development, organizational identity
is linked in a way with the positive expectation for the organization to be credible and
willful. When organizational members share the values with the organization, they
will form a close combination, accept the values of the organization and exist in the
form of organization beyond individuals (Rawat,2022). From the macro level, human
resource training and development reflects a collective action, which is conducive to
organizational efficiency, cohesion and development. Cooperation is the core of
human collective action. Through human resource training and development,
individuals identify with the goals pursued by specific groups and organizations. In
this case, it leads to more cooperative behaviors in organizations. Changes caused by

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environmental and social changes can transcend individuals and exist through
organizations, that is, human resources training and development can cultivate a
continuous organizational identity and build a learning organization.

2.2 The relationship between human resources training and development and
sustainable development of enterprises
Enterprise internal human resources training to help employees in a timely manner to
understand the new technology and new knowledge and new management idea, the
new concept of human resource management pay attention to the value of people
oriented, based on "people" the center management, through establishing strategic and
tactical management concept to inspire potential by managers, The core elements of
the new management concept are reflected by implementing career plans for
employees (Bibi,2018). Through the supplement of these knowledge, the overall
operation efficiency of enterprises can be guaranteed. It is important to know that the
current rapid development of science and technology and economy, many new
research theories emerge in endlessly, and the management and professional
knowledge related to enterprises can be updated quickly. Timely supplement is the
key to ensure the ability of enterprises to adapt to the market development. In
addition, encouraging employees to conduct training and development is also helpful
for enterprises to master a new technology as soon as possible. Through the joint
efforts of all employees, the study of emerging theories and technologies is of great
help to the overall progress of employees. With the development of economic
globalization, the enterprise market competition is more and more intense, in the
current market environment, gain a competitive advantage can always timely
innovation, and the first use of new technology enterprises, the human resources
nature becomes the important resources in the enterprise internal management, timely
expansion training development within the enterprise is important to rely on
enterprise to market, to the world, In order to adapt to the global market situation, the
internal personnel training and development of enterprises should not only be done in

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a timely manner, but also put into practice. The supervision department of enterprises
should increase the supervision of relevant personnel training, and adopt a scientific
evaluation system to promote the training and development of human resources of
enterprises, so as to achieve sustainable development of enterprises

3.0 Recommendation
When it comes to human resource training and development, DuPont's unique training
is unique in these aspects. The company's training for every employee is very
outstanding, which is also an important reason why DuPont's staff turnover rate is
kept at a very low level. Dupont headquarters more than 30 years of work staff
everywhere, thanks to their set of systematic training system, DuPont Company
training coordinators are not many, but they can arrange the work in order. Every year,
they will according to dupont, the quality of employees, and the development of
various departments required to list a training program, training outline the content is
very detailed, contains the title of the annual training courses, training content, and
venue, etc., at the end of each year to unify training syllabus issued to dupont business
executives, according to the employee's scope of work, And requirements of
individual employees, according to the outline of training for each employee training
plan, everyone is equal in such diversity training, each employee can enjoy the high
efficiency of training, the company for the development of potential employees,
according to plenty of staff education background, professional provide all kinds of
training demand, The company also actively engaged to train the company's teachers
and technical experts, it is such a good training environment, DuPont Company has
brought unprecedented achievements.

3.1 Improve the enterprise human resources training and development

System before personnel training and development, enterprises can classify
employees according to their different positions, position the talents of each type of
employees according to their personal professional quality and learning ability, and

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find out the direction of human resources training and development according to the
market demand (Sushchenko,2019). In the concrete implementation process of human
resources training and development, relevant human resources management system of
the enterprise should be taken into consideration, and training should be carried out
strictly according to the system. Deficiencies in the system should be improved as
soon as possible, and special people should be responsible for work reflection
according to the problems encountered in the training and development. In addition to
the personnel training, in the late early in the recruitment according to the demand of
the enterprise, choice of innovative consciousness and strong learning ability, arrange
corresponding work according to individual ability, build system of practice and
training, system in strict accordance with the requirements for talents selection, in the
assessment of intern work to put the vision in the long run, For each employee, we
should fully consider its advantages and disadvantages and its contribution to the
future development of the enterprise, and actively carry out the reserve of talents. At
the same time, in the enterprise personnel training work, for some key projects and
knowledge, we should actively select appropriate enterprise representatives for related
learning, through the use of enterprise representatives to reduce the enterprise
personnel training funds. The specific mode and content of training should also be
analyzed as a whole, and the strategy most in line with the benefits of the enterprise
should be screened out from multiple schemes, so as to save each amount of talent
training expenditure of the enterprise, so as to ensure the sustainability of talent
training development of the enterprise (Yamin,2019). In the end, the enterprise for
each job in human resources training and development records and data statistics,
training for the employee's ability to learn and every enterprise economic benefits
after the changes in the statistics, observed the effect of enterprise human resources
development, through the data statistics and find out the correct direction of the
enterprise human resources training For future human resource training and
development as a reference.

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3.2 Timely use of new talent training technology
The purpose of human resources training and development in enterprises is to
improve the comprehensive quality of enterprise personnel and lay a foundation for
enterprises to consolidate their market position. In specific training and development
work, therefore, can according to the different post employees, adopt new strategies of
talents cultivation, on the basis of the original talent training, adding new rewards and
punishment mechanism, improve staff's emphasis on training and development work,
in learning in the specific work of employees projects at the same time, can arrange
related tasks for employees, The employees to make better use of spare time and work
time, can't let the training of human resources development is only in the work time,
in the concentrated study of new technology, enterprise can according to the
employee's ability to learn, through the way of outside professionals lectures, improve
the effectiveness of the employee's training work, improve the actual human resource
training and development. Combine work training and information tool in a timely
manner, via the Internet training of liberalization, help employees to break the
traditional training of time and space constraints, to achieve more freedom and
comprehensive training, enterprise can according to the different post staff to establish
the internal mutual study group, there is sense of responsibility and the ability of
employees as the study group leader, Collect innovative information of other
enterprises in time, so as to synchronize the information.

3.3 Complete performance evaluation system

Enterprises should conduct performance evaluation on human resource training and
development work, test the effectiveness of their work, and reflect the changes of
relevant work efficiency and economic benefits before and after human resource
training in enterprises from the reference indicators. By establishing the training
process of the performance evaluation system, according to the requirements of the
system, for the human resources department proposed to evaluate the project of talent
training, validation of the theory of talent training effect and the expected returns, in

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this way, the expected feasibility can be detected, the talent training scheme can
greatly reduce the risk of talent training in the enterprise need to face. At the same
time, the enterprise performance evaluation system of the human resources training
should also include the evaluation of development work, according to the teaching
atmosphere and the employee's relevant skills learning and acceptance of the play to
the level of human resources training, to see the actual human resources training and
development results, make a report, for the training of relevant personnel to provide
guidance (Amevor, 2019). In addition, a more comprehensive evaluation should be
carried out from the actual job performance of employees, and the actual effect of
human resource training and development should be reflected by the comparison of
employee job performance before and after. In the end, the enterprise human
resources training and development of performance evaluation system to the benefit
of the changes before and after the whole enterprise in human resources training and
reflect of the market, through the work of each department effective to evaluate the
effect of specific human resource training work, can from the enterprise in the specific
work of daily, weekly, monthly, quarterly report, check the actual effect of human
resources training, Through this performance evaluation system to test the actual
effect of human resources training development.

4.0 Conclusion
Enterprises realize that human resource training and development after the
relationship between the work and its sustainable development, take timely correct
way, for the human resources training and development direction, according to the
different needs of the market and the difference of specific training work, through the
system of rewards and punishments to encourage employees to carry on the training
study, work in human resources training and development stage is completed, Timely
use of performance evaluation system to observe the effectiveness of different human
resources training and development work, according to the actual effect of the
enterprise internal human resources training and development archives, to provide a

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theoretical basis for the future human resources training and development of
enterprises, better help enterprises to improve the market competitiveness.

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