Training, Career Progression and an Effective Strategic Plan

Regarding the current goal of the discussed company, which is to open new departments in various regions, employee training acquires the top priority as one of the ways to guarantee high-performance levels and attain the planned results. The integration of sufficient development schemes is vital for the company as it helps to create an atmosphere beneficial for the personal and professional growth of workers. However, there are some potential barriers and issues that should be considered when initiating these activities and offering additional courses for employees. The plan of action regarding the training and career progression might help the top management to establish a practical paradigm motivating specialists and increasing their effectiveness.

For the company that opens departments in new regions, training becomes a central aspect of its functioning as new employees should acquire the skills needed to accomplish existing goals. That is why it is vital to align an effective employee orientation presupposing the provision of individuals with information about their current tasks, goals, and demanded skills to prepare them for working in unusual conditions and ensure that they possess an improved understanding of the existing firm’s strategy.

Only after sufficient orienting, training phase should be initiated. The approach can be selected regarding the relevant needs of the organization, available resources, and desired outcomes. For this reason, skills development presupposes the analysis of the training needs of employees and the creation of the training process that rests on the following aspects: analyze, develop, design, implement, and evaluate. However, the current employees should not be excluded from the process as their performance and competencies should be enhanced to ensure the evolution of the unit. Under these conditions, performance analysis might be required to design appropriate training programs for them.

However, there might be some challenges related to the alignment of a development framework and provision of the staff with skills and knowledge that will help them to function better. Motivation is one of the fundamental factors that can serve both as a facilitator and a limiting element. The lack of the desire to get new information might deteriorate outcomes and precondition the failure of the whole process. Another problem might arise because of the inappropriate analysis of the current employees and the company’s needs and available resources.

It might result in the provision of irrelevant knowledge or the evolution of inappropriate competencies. For this reason, a strategic plan aimed at the introduction of practical and continuous training should consider these causes and include sufficient needs evaluation tools to avoid flaws or unnecessary spending.

The possible solution to the absence of motivation among workers and their unwillingness to be trained presupposes the provision of outstanding career opportunities that will attract them. It will help to motivate specialists to improve their personal and professional skills and demonstrate the primary reason for training. At the same time, the utilization of performance appraisal techniques can also be a useful strategy that would help to eliminate outlined barriers.

Ranking regarding a particular trait or skill that is vital for the evolution of the firm at the moment will help to emphasize the significance of training and inspire workers to engage in the process. At the same time, the employment of these two strategies will function as a comprehensive approach to retaining workers. Being rewarded for exceptional performance, they will remain loyal to the company and demonstrate the desire to continue their evolution to acquire new benefits.

Regarding the information provided above, the following implementation plan can be provided:

  1. Analysis of the current needs of the company
  2. Employees’ orientation
  3. Analysis of employees (current and new) needs
  4. Design of the training program (for new and current workers)
  5. Creation of career opportunities associated with training to motivate employees
  6. Introduction of a ranking system as an approach to performance appraisal
  7. Evaluation of outcomes
  8. Provision of benefits regarding results of training, current performance,

There are two central components of the given plan, which are analysis of existing needs and appropriate appraisal. These elements are vital for the achievement of high motivation levels and employee retention. The existence of benefits that can be generated by training is a potent tool to achieve a high level of loyalty among workers and create an environment characterized by continuous improvement. Moreover, orientation, as an essential stage, is also demanded to inform workers about existing expectations and goals.

Altogether, training and career progression are two fundamental elements of the functioning of any company. The establishment of a capable paradigm might help to stimulate the workers’ desire to acquire new skills and knowledge. At the same time, performance appraisal tools are needed to motivate specialists and assure them that their effort will be appreciated by the top management. The existing barriers should be overcome by the introduction of an effective strategic plan that includes all possible complications and outlines steps needed to guarantee that the current demands will be taken into account, and the company will benefit from the sufficient approach to training and reward management.

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1. BusinessEssay. "Training, Career Progression and an Effective Strategic Plan." January 22, 2022.


BusinessEssay. "Training, Career Progression and an Effective Strategic Plan." January 22, 2022.