Employee professional development is an integrated process and begins with the definition of a human resource development strategy geared to continuous learning, correlated with the skills that the company needs and the skills of its employees.

Employee training is a strategic human resources process with multiple benefits for a company as it contributes to:


  • increasing the performance level of employees, which consequently contribute to the company's development policies;
  • improving the skills of employees, developing the new abilities and skills needed to deliver quality services;
  • adapting employees' qualifications to new responsibilities caused by changes in the external environment (new technologies, legislative changes etc.);
  • motivation and retention of employees;
  • employee career development by facilitating the formation of the skills needed to accomplish new tasks or to occupy other positions in the company;


Training needs need to be identified both at the personal level (the areas in which the employee needs to be improved must relate to the employer's activities and, of course, the responsibilities of his/her function) as well as structural (ex. the decline in the quality of the services provided by the company or a service/department of a company, complaints of non-compliance as a result of poor performance of duties at work, etc...);

However, the need for professional training stems from the company's development plans or from an acute discrepancy between current performance and performance standards to reach, between existing and necessary skills and abilities. In order to formulate training needs, we will use information sources to facilitate our analysis, such as:

The company's strategic development plans that include required staff, competencies, development areas, and others;
Annual company reports that provide data on the efficiency/inefficiency of some services
The results of the work analysis process (description of job responsibilities and knowledge, skills and abilities the employee must have to perform)
Employee performance reports


After identifying the training needs we develop a synthetic report that includes:

  • a brief introduction;
  • description of the goals and objectives of the training;
  • the methods used to identify needs;
  • the data collected as a result of which sourcing needs have been established;
  • audit findings and action recommendations;

The report will be communicated to all interested parties in the company, and the learning objectives and content of the training program will be formulated subsequently.

One-to-one training, mentoring and coaching, team building, individual and group training/training courses, workshops are some of the ways a company can think of when it comes to an employee training program.

After completion of the training program, it shall be the assessed in order to measure the achievement of the intended objectives. The evaluation of the training program provides information on:

  • the quality of its practical and logistical organization
  • program utility for participants;
  • the effectiveness of the training program;
  • the impact of the training program on the beneficiaries as well as on the performance of the company;
  • measures to be taken to improve evaluation and training programs;
Training programs assessment is particularly important for companies as they build their development strategies and according to the results of the evaluations. Tools such as questionnaires, supervisor or trainer's observations, structured interviews by the supervisor or trainer, focus group, questionnaire and follow-up visits, action plans, and others can be used successfully in any evaluation. Aquamarine HR, in partnership with an international accredited training company, will propose the next training portfolio, which you can download here.