Employees are one of the most important and valuable resources that an organization can possess, as they contribute towards the accomplishment of the organizational goals and provide competitive advantage through their efficiency and innovativeness. Hence, organizations strive to hire the best possible individual for a position. Nonetheless, that is not always the case as, sometimes, an unqualified person gets hired. In such cases, organizations have to make a choice: either fire the individual and restart the hiring process or train them and make them suitable for the job. The purpose of this paper is to offer insights into the training and development methods that businesses use when they choose to invest in the employee by describing, from an employer/organization perspective, these methods and their perceived benefits on the employee. To this end, we conduct a qualitative study with five semi-structured interviews. We follow a mainly inductive research approach and interpret the empirical findings after having established a theoretical framework. The study reveals that there are six training methods and two development methods that are often used independently. Moreover, we conclude that these two types of methods supplement each other and ought to be employed as such.