The HR department fosters the organization’s competitiveness through offering training and development by improving the employees’ performance. Training and development improves the employees’ ability to perform their duties in the organization, thus ensuring that the organization remains competitive. By having a competent workforce, organizations are able to better use their resources and the manpower to meet and even exceed set targets.

Training, and development, motivate the employees by making them feel like treasured members of the organization. When employees feel like the organization cared about them and their ability to work, they strive to perform even better thus increasing the organization’s employee morale and productivity. This has a good effect on the organization’s competitiveness since a workforce with high morale works harder and achieves more thus enabling it to improve its performance relative to the competition.

Training and development also influence the organization’s competitiveness by preparing the employees for promotion and appraisal opportunities. When trained and developed in terms of human resources and performance management, employees acquire more skills and are thus ready to scale the ladders up the employee hierarchy. With such a rich pool of motivated, well trained, and ready employees, the organization acquires more competitiveness in term of competition and readies itself to be more successful in the industry.

One way that organizations can retain highly qualified employee is low-cost and no-cost compensation.Herein, the organization strives to reduce the overall cost associated with running the human resource aspects of the business. In addition to making sure the organization lowers its wage bill, this strategy avails more funds to the different employee-empowerment activities that the organization may be involved in. Additionally, it makes sure that compensation is a smooth affair, therefore creating a favorable environment for the employees who would naturally rather stay in such organizations than have to go through hardship.

Through training and development, the organization empowers the employee who gets the incentive to stick around that considerate firm rather than have to undergo stressful conditions in alternatives firms. Also, this training creates a major moral boosting entity among workers who feel that the organization cares about the as opposed to other working conditions that might exclude training.

By introducing employee development strategies, the organization paves way for the workers realize their full potential. When an employee realizes that, they feel the need to suppress any urges to shift since they know that reaching their full potential is easier in the organizations that make provisions from that.

With regard to my current organization and its employee retention strategies, I would recommend the introduction of more team building exercises. The current policy of having team-building exercises once every four months seems incapable of fostering strong enough bonds between employees so that turnover is averted. This strategy would encourage employees to stick longer at their current organization due to the strength of their bonds.

The next strategy that would enable my current organization to retain more of its best employees through training and development is the introduction of apprenticeships and mentorship programs. Herein, the best employees is used to try and haul up the rest of the workforce using positive reinforcement. By so doing, the organization improves its chances of retaining the best employees and reducing employee attrition.

In-house training has the ability to improve and develop the skill sets of the organization’s employee, as well as encouraging the current employees to stick around. By providing good quality courses aimed at boosting the productivity of the employees, the organization stands a even better chance at developing and retaining the best batch of workers to aid it in its organizational development processes.