D353 Strategic Training and Development
D353
Task
Strategic
3 TalentTraining
Management
and Development
Plan D353 Strategic
Task 3 Talent
Training
Management
and Development
Plan Task 3 Talent Management Plan.pdf
D353: Strategic Training and Development
Task 3 Talent Management Plan
A1.) Career Advancement:
The training and development opportunities that the floor associates receive can
pave the way for advancement within the company. As the company continues to develop,
different positions will open, and it is crucial to have qualified individuals with the
necessary credentials to fill those roles.
A2.) Succession Planning:
When it comes to identifying employees with high potential, the pool model will be
utilized. This involves assigning specific tasks to observe their interactions and identify
natural leaders. By considering their performance in their current roles, along with their
development, we can then determine the best candidates for future leadership positions. To
track their readiness for promotions, employees can be organized using a nine-box matrix
or a depth chart.
A3.) Career Path:
It is crucial for individuals to reflect on the positions they need to increase their
experience in to reach their specific career goals. This may include moving up, laterally, or
even stepping down in a position temporarily to acquire the necessary prerequisites for the
desired position. A well-designed training and development program can help clarify the
experience needed for management roles. This way, individuals can collaborate with HR and
management to ensure they acquire the required skills and experience to achieve their career
aspirations.
B1.) Communication Style:
When it comes to communication, trainers need to be attentive on how they’re
delivering feedback. It’s imperative to provide timely and open feedback, whether it is
positive reinforcement or constructive criticism. The key is to approach it in a non-
adversarial manner, focusing on collaboration and finding solutions together.
Trainers need to keep nonverbal cues like body language, voice tone, and word choice in
mind. Instead of using prepared lines, responding in the moment adds authenticity to the
conversations. This will make the trainees feel content and open to the learning process.
B2.) Trust and Communication:
Trust and open communication play a vital role in any successful relationship, including
professional ones. It is crucial to actively listen and understand what the trainees are saying,
responding in a way that builds trust equally in the trainers as individuals and the whole
company.
1
This study source was downloaded by 1827175 from cliffsnotes.com on 01-08-2026 18:46:39 GMT -06:00
D353 Strategic Training and Development D353
TaskStrategic
3 TalentTraining
Management
and Development
Plan D353 Strategic
Task 3 Talent
Training
Management
and Development
Plan Task 3 Talent Management Plan.pdf
https://www.cliffsnotes.com//study-notes/4564064
D353
Task
Strategic
3 TalentTraining
Management
and Development
Plan D353 Strategic
Task 3 Talent
Training
Management
and Development
Plan Task 3 Talent Management Plan.pdf
D353: Strategic Training and Development
Task 3 Talent Management Plan
A1.) Career Advancement:
The training and development opportunities that the floor associates receive can
pave the way for advancement within the company. As the company continues to develop,
different positions will open, and it is crucial to have qualified individuals with the
necessary credentials to fill those roles.
A2.) Succession Planning:
When it comes to identifying employees with high potential, the pool model will be
utilized. This involves assigning specific tasks to observe their interactions and identify
natural leaders. By considering their performance in their current roles, along with their
development, we can then determine the best candidates for future leadership positions. To
track their readiness for promotions, employees can be organized using a nine-box matrix
or a depth chart.
A3.) Career Path:
It is crucial for individuals to reflect on the positions they need to increase their
experience in to reach their specific career goals. This may include moving up, laterally, or
even stepping down in a position temporarily to acquire the necessary prerequisites for the
desired position. A well-designed training and development program can help clarify the
experience needed for management roles. This way, individuals can collaborate with HR and
management to ensure they acquire the required skills and experience to achieve their career
aspirations.
B1.) Communication Style:
When it comes to communication, trainers need to be attentive on how they’re
delivering feedback. It’s imperative to provide timely and open feedback, whether it is
positive reinforcement or constructive criticism. The key is to approach it in a non-
adversarial manner, focusing on collaboration and finding solutions together.
Trainers need to keep nonverbal cues like body language, voice tone, and word choice in
mind. Instead of using prepared lines, responding in the moment adds authenticity to the
conversations. This will make the trainees feel content and open to the learning process.
B2.) Trust and Communication:
Trust and open communication play a vital role in any successful relationship, including
professional ones. It is crucial to actively listen and understand what the trainees are saying,
responding in a way that builds trust equally in the trainers as individuals and the whole
company.
1
This study source was downloaded by 1827175 from cliffsnotes.com on 01-08-2026 18:46:39 GMT -06:00
D353 Strategic Training and Development D353
TaskStrategic
3 TalentTraining
Management
and Development
Plan D353 Strategic
Task 3 Talent
Training
Management
and Development
Plan Task 3 Talent Management Plan.pdf
https://www.cliffsnotes.com//study-notes/4564064
