Strategy training and human resources development the key to help ENTERPRISES sustainable growth

Many businesses today do not just stop at the recruitment good but also the priority of building the roadmap of training and workforce development long-term. Investing in people is investing in the future of the business. According to research by McKinsey, the business application process, training and development, human resources, it often has high labour productivity than 20-25% compared with the remaining group.

A product can be copied, a process that can be replaced, but personnel are trained and are thinking development commitment is always competitive advantage is difficult to duplicate the most. With That, Businesses need training workforce development basically how? The same Lac Viet SureHCS find out details in this article.

1. Concept of training and human resources development, what is?

1.1. Training what is human?

Training resources is the process business equip, strengthen and improve knowledge and skills for workers to help them meet the requirements of current affairs. The goal of training is to shorten the distance between the actual capacity of the employees and requirements of the position work.

For example, the enterprise can organize training courses, professional skills (such as accounting, sales, operation skills of the ERP software), or training, soft skills (such as communication, time management, team work). For new employees, training programs integration help them quickly understand the culture, processes and ways of operating internal.

The concept of “training” is often short-term, focused on meeting the needs specific job. According to the report LinkedIn Workplace Learning Report 2025, 83% of hr managers believe that training is the most important factor that helps improve performance, reduce the rate of quitting in the first 6 months. This shows that, when the right investment in training, business not only enhance productivity, but also built a team of more stable.

1.2. Human resources development is what?

Human resources development is the process of capacity building, long-term career orientation for workers, helping them to develop their potential, get ready for the higher positions in the future. If training focused on “current,” then the development towards the “future” – where business and employees the same progress.

The program human resources development typically includes:

• Mentoring program (career counselor): experienced staff guide and support the new development skills and thinking.
• Coaching (personal trainer): home management or expert help employees explore potential, enhance decision-making abilities.
• Route occupational internal (Career Pathing): determine the target long-term development for the individual, help them see the opportunity to advance clear.

Investment in workforce development is not just the responsibility of hr, which is the core strategy to the business's sustainable growth.

Training and development human resources is a long-term strategy in human resource management, to enhance the quality of work, knowledge, expertise, development thinking for team personnel to meet both current needs and future direction of the business.

2. The role of training and workforce development for business

Invest in training and staff development to bring the practical benefits long-term for the organization:

• Increased performance, quality of work: employee is to update knowledge, new skills will work correctly, more effective, at the same time minimize the risk of errors.
• Adapt quickly with change: When market volatility or technological change, the hr team has to be prepared in advance through training will help businesses adapt quickly.
• Strengthen the mount: According to a survey by Deloitte in the year 2024, have up to 80% of employees said they are sticking with the organization when I get serious investment from businesses in the development of themselves.
• Save on recruitment costs: Instead of constantly recruiting new people for the higher position, the business can develop a team of internal to assume, just save just ensure organizational culture is maintained.

Therefore, construction of a process, training and development, human resources, it will be the platform to help businesses maintain internal forces firmly, ready to conquer the business goals in the long term.

3. The form of training and human resources development popular today

In the business environment is constantly changing, choosing form the proper training to help businesses not only optimal cost but also enhance effective staff development. Here are the four forms of training popular, many organizations and businesses are to find out information about training, human resources development application to build strong team more flexibility.

3.1. Internal training (In-house Training)

Internal training is a form of business organization, the training right in the company by the management team, professional internal or personnel department in charge. The biggest advantage of this method is that the content is “tailor-made” according to the actual work, in accordance with the culture and goals of the organization.

For example, a retail business can organize training course on skills, customer care or inventory management software new. The training sessions will not only help employees to improve capacity, but also create opportunities mounted between the departments.

However, the limited is a business need teaching staff internal have strong expertise and ability to communicate well. Current solution is the app management software, internal training such as Vietnam E-Learning helps to store, share, review courses, easily on the same platform, to reduce dependence on the form of training and craft.

3.2. Online training (E-learning)

E-learning is a form of training through digital platforms, allowing employees to learn anytime, anywhere. This is the trend growing stronger in Vietnam, especially after the epidemic of COVID-19.

A system online training, often called LMS (Learning Management System) platform to manage the entire learning activities such as registration, course progress tracking, assessment, and reporting of results. In addition, LMS, modern also supports SCORM or xAPI, help learning content is synchronized display correctly on multiple devices.

The classic example is software lacviet E-Learning are many Vietnamese businesses use to digitize training program internal. This solution supports create courses quickly, organization, classroom, virtual, auto inspection, analysis, training effectiveness through data visualization.

E-learning brings value clear for business: save cost, enhance the autonomy of employees, create a learning platform sustainable in the digital age.

3.3. Training mentoring (Coaching / Mentoring)

Coaching and Mentoring are two forms of training focused on personal development and leadership through the guide 1-1.

• Coaching (Coaching) is often due to the management or implementation expert, help employees develop the capacity, improve the work efficiency current.
• Mentoring (career counselor), the direction to the goal of long-term over – development, mindset, career-oriented, media consumption experience.

This form is especially suited to businesses that have staff experienced, the desire to build the next generation and maintaining organizational culture. However, to be effective, businesses need to have a system to monitor and evaluate the progress of development recorded training results.

3.4. External training

External training is the form businesses hire experts, training unit, or organization of the course at the base outside. This method is suitable when businesses need to raise skill intensive that internal resources not sufficient to meet, for example, leadership skills, high-level, strategic management, or switch numbers.

Actual values of this form are the business can access in-depth knowledge, new tools, angle of view from the outside expert help to new thinking, improve operating procedures. However, businesses should assess the technical, cost, goal, ability to apply practical after completion of the course.

In summary, do not have a training model which is optimal absolute. The choice of suitable form should be based on the characteristics of industry, scale of business and development goals, human resources. In fact, many successful business applied model train mix – coordinating between internal training, online store and mentoring to ensure both effective learning, both the optimal cost and time.

4. Process training and human resources development efficiency

Effective training may not be the active discrete, which should be organized according to a process, training, human resources have goals, planning, deploying, reviews clear. Here are 4 essential step in this process:

Step 1. Needs analysis training

The first step is to clearly define employees need to learn anything. This work not based on feelings that need to be done through:

• Results of capacity assessment periodically (KPI reviews, 360 degree...)
• The change in work requirements (convert number, deploy new technologies...)
• Strategic goals of the company (market expansion, new product development...)

When clearly understand the gap between current capability and capacity desired, the enterprise will be built training program real cost savings.

Step 2. Build a training plan

A sample training plan effective human resources needs identified:

• Goal specific training
• Program content (hard skills, soft skills, leadership thinking...)
• Object training
• Training forms (direct, e-learning, mentoring...)
• Time budget
• Curator and evaluation criteria

This stage is the “architectural drawings” for the entire program. If the lack of clear business easy to fall into a state of training, spreading costs that don't bring transformation.

Step 3. Deployment training program

This stage requires coordination between multiple departments, such as hr, training, emergency management, and team of expert teaching. Business can incorporate diverse forms such as:

• On-site training combined practice
• Learning through online platform (e-learning, microlearning)
• Held training roadmap

In particular, to increase effective management track progress, the business should use the management software, personnel training or LMS (Learning Management System). This system helps automate processes, quality control, content, measuring the level of participation progress of each individual.

Step 4. Effective evaluation after training

The evaluation should be done in several grades:

• The level of satisfaction of students
• Knowledge, receptive skills test situations
• Behavior change in the workplace
• Impact on job performance (increase productivity, improve quality, reduce errors...)

Compare data before and after training by KPI specific will help businesses measure the exact ROI of the program. From there, there is the facility to adjust or expand the training operation more suitable.

5. Practical benefits that business get

The deployment, it operations, training and workforce development bring more specific value for the business both in terms of operational efficiency and strategic hr long.

• Increase in labor productivity

When is update knowledge, new skills training aligned with the needs of the employees will work more efficiently. This is especially important in the context of technology change rapidly, the business processes are constantly improved. Qualified staff will shorten the processing time work, reduce errors and increase the ability to coordinate groups.

• Reduce the rate of absenteeism, recruitment cost

One of the reasons that employees leave the organization is feeling is not learning, no chance of career development. When businesses focus on building processes, training and workforce development clear, transparent employee would feel to be recorded, motivated, sticking more long-lasting. From there, reducing the cost of hiring/onboarding, increased stability for internal resources.

• Team building inheritance and cultural learning

The detection fostering team inherited from early help businesses do not “fall into the void of leadership” when there are fluctuations in hr. In parallel, the training process regularly also formed the culture of learning where people are always ready to learn, improve and contribute. This is the foundation sustainable business development in the business environment fluctuations.

6. Trends in training and human resources development in the era of the conversion of

In the context of technology change quickly and models of flexible working becomes the inevitable trend, operation training, human resources development is now entering the phase transformation. The organizations and enterprises are to find out information about training and human resources development is no longer just stop in the organization of the class directly, which was diverted to the application of technology, data, artificial intelligence, to personalize and optimize the performance of learning.

6.1. Personalize the learning experience (Personalized Learning)

Personalized learning is the tendency trained many business pioneers applied to properly meet the needs, capacity, speed of acquisition of each employee. Instead of the same content for all, training system can “understand” are employees are missing any skills, desire to learn what? Suggestions for appropriate content.

According to the report of LinkedIn Learning Report 2025, 78% of employees said they learn more effectively when given access content personalization, the organization has programs, flexible learning rate sticking employees higher than 35%. This shows that when businesses put the student center, they not only improve the effectiveness of training but also the built environment sustainable development.

Actual value the business receives from this form is to reduce the waste of training costs, spreading, increasing the application rate after training, and help managers have specific data to assess the developmental progress of each individual.

6.2. App artificial intelligence AI and Big Data in training

Artificial intelligence and big data is radically changing the way businesses deploy personnel training. Instead of relying on sentiment, the platform learning management (LMS) is now using AI to analyze learning behavior, assess current capability, the proposed development is appropriate for each employee.

For example, the E-Learning system modern application AI to automatically suggest the course according to capacity, reminder, school, monitor the level of complete and effective analysis after training. Thus, managers can quickly identify the group of employees need to improve skills or to early talent potential for the position to inherit.

The advantage of AI not only help optimize processes, but also to bring quantitative data clear to decision-making more accurate in hr strategies.

6.3. Training skills of flexible thinking

In the era of transformation, digital skills, expertise is no longer enough for employees to adapt. Businesses need help with team formation thinking of (Digital Mindset) – ie the ability to use technology, data analysis, innovation in everyday work.

Train number skills include: skills in using software management, data analysis, basic skills, online collaboration, especially the ability to lifelong learning. When employees are equipped with flexible thinking, they easily adapt to the change of market and technology.

With the organizations and enterprises are to find out information about training, human resources development, keeping up with the trends on not only help improve the efficiency of governance that has built a culture of learning, continuous – core elements of business sustainability in the digital era.

7. Training solutions workforce development efficiency for business

In the digital age, technology plays an important role in raising efficiency and cost control training. Instead of relying on paper documents, traditional classroom or notes, craft business, modern software application training, internal management focus the entire process

This software often integrates many functions such as:

• Construction of the training according to each job position.
• Distribute, track learning progress of each employee.
• Storage, training materials, assessment after the course certificate of completion.
• Create course flexible according to the needs.
• Track the learning process according to individual departments.
• Performance evaluation and feedback automatically.
• Connected to the system administration personnel to synchronize training data.

To deploy programs, internal training, it save costs, many businesses were turning to technology solutions. One of the top choices today is training software online Vietnam Elearning. Vietnam E learning is a platform that helps businesses build system training focus of the entire teaching content, track learning progress of employees in real time, evaluate the effectiveness of training in a clear way.

With friendly interface, easy to use ability to customize according to needs each organization, Lac Viet Elearning is tool support for businesses in the journey to improve the quality of human resources and build a culture of learning sustainable.

Experience it now at: https://elearning.lacviet.vn to start of the activity your training today.

A strategy for training and human resources development right not only help employees to improve capacity, adapt quickly to change, but also create competitive advantage in the long term for the organization. However, to deploy effective business need a process of training, the method is especially suitable tool to support professional.

If you are looking for a solution comprehensive, flexible, easy to deploy, come experience training software online Vietnam Elearning support digitization process training management, learning and development effective team for all scale business.

Related questions

Examples of training and development human resources

Some typical examples on training and development of human resources in the enterprise include:

• Training integrationOrganization : introduction to the culture, working process for new employees.
• Soft skill training: Coaching, communication skills, team work, conflict resolution.
• Training professionalUpdated : knowledge of accounting, engineering, labor laws for employees in each department.
• Leadership training inherit: Fostering management skills, strategic thinking for the management team intermediate.
• Development through training online: Deployment of E-learning courses to enhance the skills of individuals according to the schedule.

The form of this help business improve team capability, retain talent, and improve work performance.

The role of training and development human resources

Training and development of human resources plays a key role in the sustainable development of the enterprise. Specific:

• Enhance professional competence, skills for employees.
• Increase the performance quality of workreduce errors and costs due to errors.
• Promote cohesion retain employeesespecially talent.
• Team development inherit ensure resources management in the future.
• Adapt to changing technologies, markets enhance competitiveness.

A strategy training to help businesses not only human development, but also facilitate the long-term in the market.