Intro “Organizations and their employees must constantly expand their knowledge, skills, and behavior to meet customer needs and compete in today’s demanding and rapidly changing business environment” (Noe, Hollenbeck, Gerhart & Wright, 2007). In order to meet these needs proper development and training must occur. Development is future oriented while training focuses on improving employee’s current jobs and both are needed in order to have a well-rounded organization. The purpose of this paper is for team D to identify issues that can be improved upon, show how the training materials can be created, determine the training medium, how it will be delivered, and evaluation of its effectiveness for Baxter Corporation.

Development: Training Mediums Different types of training mediums are used at Baxter in order to have well trained employees. The development philosophy Baxter uses “underscores that the primary way employees develop is through work experiences. Feedback and building relationships are an important part of development as they help establish an employee’s professional network and traditional training opportunities are also available to employees” (Baxter, Career Development). In order to follow this philosophy, Baxter’s training of employees include mediums such as instructor led courses, self study/online courses, books and journals, advanced degree/professional certification, and conferences. Most training is offered through online and in-classroom training programs. These programs are conducive to learning about diversity, the company’s products, and customer service. Leadership training occurs most frequently through mentors within the organization. Management training is also outsourced to include areas of career and development planning, coaching, and feedback. At Baxter the development and training of all employees is most important and