培训师的目标是了解培训的必要性，并据此计划课程，包括根据需要在课堂上或车间进行培训。在培训评估由人力资源团队(作为业务的利益相关者)完成之前，所有这些都是便利的，作为计划培训计划的战略成功的一部分。尽管如此，每一方或利益相关者都对此类培训和发展计划感兴趣，并在此类活动中发挥作用(Cipd.co.uk)。2016)。本田管理层采取的培训和发展举措具有广阔的职业发展前景。培训确保了企业中所有利益相关者的长期成功，因为它应该提高可持续发展和生产力的技能。考虑到胡佛，无论是否需要，T&D计划都是员工与上级建立良好关系的一种方式。在他看来，没有人可以通过让他们的上司看起来像个傻瓜来发展自己的事业。然而，培训、知识和技能的发展并不是企业增强与消费者关系的唯一途径，它需要适当的实施和正确的举措，才能在市场上获得声誉(Lairdet al.， 2013)。
The trainer’s goal is to understand the need for training and plan the sessions accordingly, which may include in class or on the shop floor training as per the need. All these are facilitated till training evaluation is done by the Human Resource team, as the stakeholder of the business as part of the strategic success of the planned trained program. Nevertheless, each party or stakeholder have their interest in such training and development program, as well as a role to play in such activity(Cipd.co.uk. 2016). The career development perspective of training and development initiatives taken up by Honda management is immense. The training ensures a long-term success for all stakeholders in the business, as it is supposed to enhance the skills for sustainability and productivity. Given Hoover, the T&D initiatives whether needed or unnecessary are a way that employees develop good relation with their superiors. In his views, no one can grow in their career by making their superior look like a fool. However, training, knowledge and skill development is not the only way that a business can enhance its relationship with its consumers, and it needs proper implementation with right initiatives to make such repute in the market (Lairdet al., 2013).
Hence, the strategic importance of training and development in business is immense, if used in the manner as suited by the consumers and the market. The career enhancement processes have a direct link with T&D, since it arms the person involved in training to be competent in their jobs and acquire some more skill and knowledge that would help their career enhancements. Further, the point is that T&D initiatives develop a good relation between the employer and employee guaranteeing the long-term success of businesses for mutual benefits (Piskurich, 2011).The training and development initiatives taken up by a business includes the supervision, managerial skill development, new employee orientation and induction, technical skill enhancement, professional skills enhancements, behavioural training for customer and team interactions, sales and marketing technique training as well as health and safety in job training. All these have a great role to play in operations for long and short term development. The HR department may have people with the different designation to access and develop the needed training and skill development program. Thus, the view is that talent development processes change the organization, its employees, stakeholders and people in the business.