Associate Professional in HR - International (aPHRi) - Module 04 - Human Resources Development and Retention

Aug 25, 2026

Uploaded by Patrick

Module 04 focuses on human resource development and retention as a strategy built on two core elements: enhancing employees’ skills and knowledge (HRD) and creating a work environment that encourages employees to remain in the organization. It outlines practical retention levers such as career development planning, feedback and recognition, and training programs including coaching and mentoring. The module also covers participation culture, work-life balance, communication, belonging, and measurable impacts like productivity, customer satisfaction, and reduced turnover, supported by training needs assessment through evaluation.

LanguageEnglish

CategoryExam

FormatPDF

Pages48

Reading Time2 h 1 min

AccessFree to download

Module 04

Human Resources Development and Retention: Overview

Key Strategies for Employee Retention

Creating a Culture of Participation

Impact of Effective HRD and Retention Strategies

Training & Development Activities

Strategies to Enhance Training and Development

Why Companies Invest in Training and Development

Training Methods: Description, Advantages, Disadvantages

Bakkah Learning Learning to Inspire Growth Associate Professional in HR – International (aPHRi ) Date: April 30, 2024 www Bak kah com . . Module 04 Human Resources Development and Retention Overview of development and retention There are two main elements for this strategy: - Human Resource Development (HRD) It focuses on enhancing the skills and knowledge of employees Retaining employees It focuses on creating a work environment that encourages employees to remain in the organization. Page 3 | Bakkah Learning Key human resource development strategies for employee retention Career development planning Feedback and recognition for good performance Training and development programs Coaching and Mentoring Program Page 4 | Bakkah Learning How to create a culture of participation Promote worklife balance Encourage open communication Enhance the sense of institutional belonging Page 5 | Bakkah Learning Impact of effective human resource development and retention strategies Increase employee productivity Improve customer satisfaction The impact of effective human resource development strategies Reduce employee Enhancing your employer turnover brand Page 6 | Bakkah Learning Training & Development activities Needs assessment Training methods Training & Development activities Program design Evaluation and feedback Page 7 | Bakkah Learning Strategies to enhance training and development Measure impact and (ROI) return on investment Relying on technology Encouraging continuous learning Promote personalized learning Page 8 | Bakkah Learning Why do companies invest in training and development? Improving organizational performance Enhance adaptability and flexibility Training and development help the companies to: Low employee turnover rate Increase innovation and creativity Page 9 | Bakkah Learning Training Methods Evaluation | Training Method | Description | Advantages | Disadvantages | | --- | --- | --- | --- | | Instructor-led training ILT | A traditional training method where the teacher provides instruction face-to-face. | It provides immediate feedback and interactions, delivers interactive content, and is effective for complex topics. | It can be expensive, may not be deliverable to a large audience ,and may not be flexible for learners with different learning styles. | | e-learning | A training method that uses electronic devices to deliver instruction, such as computers, tablets, and smartphones. | It provides flexibility for learners to access training at their own pace, can be cost-effective to deliver, and can be scalable to a large audience. | It may not provide the same level of interaction and feedback as ILT, may not be as effective in handson training, and may require learners to have basic computer skills. | | Blended learning | A training method that combines instructorled training and e-learning. | It provides the benefits of both ILT and e-learning, allows for interactivity of content, and can be effective for a variety of learning styles. | It can be more complex to develop and deliver than learning Internet or e-learning skills alone, and may require learners to access both the technology and the physical location of the training. | | On-the-job training (OJT) | A training method in which learners learn or perform atask under the supervision of an experienced worker. | It provides learners with practical experience and allows them to apply their training immediately. | Delivery may be time consuming and expensive, may not be suitable for all types of jobs, and may require a high level of supervision. | | Simulation | A training method that uses computergenerated scenarios to provide learners with a safe and realistic experience of performing a job or a task. | It allows learners to practice skills without risking real-world consequences, can present preprepared scenarios, and can be effective for

FAQs

What are the two main elements of the HRD and retention strategy?

The strategy includes Human Resource Development, which enhances employees’ skills and knowledge, and retention, which focuses on creating a work environment that encourages employees to remain in the organization.

Which HR development strategies support employee retention?

The module highlights career development planning, feedback and recognition for good performance, training and development programs, and a coaching and mentoring program.

What training methods are covered, and how do they differ?

It covers instructor-led training, e-learning, blended learning, on-the-job training (OJT), and simulation. Each method lists specific advantages and disadvantages, such as interactivity and cost, flexibility and scalability, complexity of development, supervision needs, and equipment or development expense.

Aug 25, 2026

Uploaded by Patrick