INTRODUCTION Regardless of the size of an organization, training will always be a factor in that organization's success. The amount of emphasis placed on training will determine the success or failure of an organization. It is up to the Human Resources Department to evaluate employee deficiencies and determine training needs. Once these training needs are identified, HR can better determine training objectives. This is where the training and development program comes into play. The purpose of training and development is to ensure that the organization has trained replacements in the event of turnover. Training and development builds teams and increases a company's competitive advantage. An effective training and development program will increase productivity and improve employee performance. Once training programs are implemented, employees feel like a valued member of the team; which gives them a greater sense of satisfaction. “Continued investment in training and development is essential to improving the performance of the federal workforce and enhancing the services provided by the federal government. Training and development are essential to attract and retain a competent and qualified workforce. When human resources specialists develop a training program they must decide, together with managers and senior executives, on the objectives of the organization. Training objectives are defined and a target audience is identified. Once the “what” and the “who” are identified, the “how” is determined. The training methods used to best reach the target audience are important because not everyone learns the same way. Knowing which training method best suits a specific audience will help speed up the learning process and reduce training expenses......half of the document......a thoughtful process using the training and development process . Well-trained employees will help improve the organization's bottom line. References Alcock, M. (2008). Bowid Castlebank Ltd: a case study in the implementation of 'rapid e-learning'. Training and Management Development Methods, 22(3), 617-620. Carroll Jr., S., Paine, F., & Ivancevich, J. (1972, September). The relative effectiveness of training methods: expert opinion and research. Personnel Psychology, 25(3), 495-509. Retrieved October 4, 2008, from Business Source Premier database. US Office of Personnel Management. (2008). Retrieved October 4, 2008, from Training and Development Policy: http://www.opm.gov/hrd/lead/TWexley, K. N., & Latham, G. P. (2002). Human resource development and training in organizations (3rd ed.). Saddle River, NJ: Pearson Education Inc.