Question 1:
Developing employees is different than training employees, though human resource functions often tend to group these activities together. Training and development are not always mutually exclusive, though they do have a different focus. Though training programs tend to be focused on improving employee performance in a current job, they may also be preparing employees for future assignments/jobs. In your own words, describe and provide at least one example of each of the following: 
a) the difference between employee development and training programs; 
b) how training programs can be used to support employee development; 
c) how training and development support career planning.
Question 2:
A) Imagine that you are preparing for your first performance feedback session with your employee. You want the session to be effective for the employee, so he/she will have the motivation and knowledge to improve performance. You also want to provide a valid, accurate evaluation of the employee’s performance. What are the steps that you would take to prepare for the session? What sources of data would you consider? Be specific and complete…I am looking for a detailed plan and not just a couple of quick sentences.
B) Assume the role of the employee. How would you need to prepare for your performance evaluation meeting? 
Question 3:
A) Define and discuss in detail the two types of sexual harassment found in the workplace. Your answer should include the actions employers can take to create a legal defense and the actions a person subject to this type of treatment or who witnesses these actions can take. 
B) Evaluate the sexual harassment policies of your organization and the role of the human resource manager. How were they communicated? How were employees trained? Discuss three ideas to improve effectiveness in reducing cases of sexual harassment.