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D353 – Talent Management
Task 3
Date: 04/2025
A1. Floor agents can use training and development to grow their skillset,
making them more effective at their roles and navigating through the four
sequential stages of career theory. The stages are exploration,
establishment, maintenance, and disengagement. The training program is
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tailored to support employees at each stage, allowing for growth and
engagement.
Exploration: The initial phase, floor agents can discover if they are
interested in the job through the training program. If the employee decides
they are learning skills and knowledge that they wish to pursue a career in,
they can decide to commit to it in this phase.
Establishment: This stage is when the employee is focused on building
their career, setting and achieving goals set after acquiring skills and
knowledge through the training program. After the training program, the
floor agents will be able to set their visibility within the company, allowing
them to map out potential promotions.
Maintenance: In this stage, floor agents will be looking to establish
themselves in their respective locations. Floor agents will have the
opportunity to continue to improve upon their skillset by improving from the
foundation set by the training program. Continuous pursuit of improvement
is found here and potential for promotion. On the other hand, employees
that are falling short will need follow up training to remotivate.
Disengagement: Employees In this phase are either preparing to retire or
resign to pursue a different career path. Training and development of talent
here is focused on knowledge transfer via mentorships.
A2. Through the training program, the company may identify floor agents
that are high-potential floor agents. The floor agents that would be
considered as high potential would exhibit exceptional skills and leadership
traits. The individuals who can fulfill their duties successfully can be
identified after a probationary review period, for potential management
pathways. If management holds probationary and quarterly reviews, the
company will be able to target potential managerial candidates and be
presented with promotions when the time comes.
A3. Training and development can help floor agents create a roadmap for
desired career paths by giving them the skills and information for different
careers within the company. These paths may include the employee to move
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D353 – Talent Management
Task 3
Date: 04/2025
A1. Floor agents can use training and development to grow their skillset,
making them more effective at their roles and navigating through the four
sequential stages of career theory. The stages are exploration,
establishment, maintenance, and disengagement. The training program is
This study source was downloaded by 1827175 from cliffsnotes.com on 01-08-2026 18:49:41 GMT -06:00
D353 – Talent Management Task 3 Page 1 of 5 D353 – Talent Management Task 3.pdf
https://www.cliffsnotes.com//study-notes/26724108
, Page 2 of 5 D353 – Talent Management Task 3 D353 – Talent Management Task 3.pdf
tailored to support employees at each stage, allowing for growth and
engagement.
Exploration: The initial phase, floor agents can discover if they are
interested in the job through the training program. If the employee decides
they are learning skills and knowledge that they wish to pursue a career in,
they can decide to commit to it in this phase.
Establishment: This stage is when the employee is focused on building
their career, setting and achieving goals set after acquiring skills and
knowledge through the training program. After the training program, the
floor agents will be able to set their visibility within the company, allowing
them to map out potential promotions.
Maintenance: In this stage, floor agents will be looking to establish
themselves in their respective locations. Floor agents will have the
opportunity to continue to improve upon their skillset by improving from the
foundation set by the training program. Continuous pursuit of improvement
is found here and potential for promotion. On the other hand, employees
that are falling short will need follow up training to remotivate.
Disengagement: Employees In this phase are either preparing to retire or
resign to pursue a different career path. Training and development of talent
here is focused on knowledge transfer via mentorships.
A2. Through the training program, the company may identify floor agents
that are high-potential floor agents. The floor agents that would be
considered as high potential would exhibit exceptional skills and leadership
traits. The individuals who can fulfill their duties successfully can be
identified after a probationary review period, for potential management
pathways. If management holds probationary and quarterly reviews, the
company will be able to target potential managerial candidates and be
presented with promotions when the time comes.
A3. Training and development can help floor agents create a roadmap for
desired career paths by giving them the skills and information for different
careers within the company. These paths may include the employee to move
This study source was downloaded by 1827175 from cliffsnotes.com on 01-08-2026 18:49:41 GMT -06:00
D353 – Talent Management Task 3 Page 2 of 5 D353 – Talent Management Task 3.pdf
https://www.cliffsnotes.com//study-notes/26724108
