How might an Employee Development/Performance Management program (or lack thereof) support and/or impact the culture of an organization and retention of employees? Please provide an example from a business resource publication such as The Wall Street Journal, Harvard Business Review, etc.

Employees are considered as a real assets of an organization. These are the employees who perform various operations in an enterprise and make the organization capable in earning profits. Hence every organization shall consider the employee engagement process in order to improve the efficiency of employees.
Employee development program consist of training programs which helps employees to boost their skills and knowledge, which improves their performance in their current roles. Employee development program includes employee engagement as well. Employee engagement is defined as the relationship between the organization and employees where it is the responsibility of an organization to make employees feel passionate about their jobs and are committed towards the organization.
Following are some success factors which an organization can enjoy from employee development
It increases the retention period of their employees. Most of the employees have perception that poor training and general dissatisfaction with their status in the company is the main reason behind their departure.
It helps to employees in keeping engaged towards their work. Engaged employees are usually good performers and work with their 100% efficiency to achieve a certain goal. They believe in avoiding absenteeism, which have an impact on productivity. Hence with these factors productivity can enhanced.
It is very obvious that training leads to increase in productivity. They gain confidence from training programs as their skills are developed, and this in turn leads to increases the productivity.
An organization can enjoy a long position in a market. Loyalty of their employees and efficiency in their operations can leads to achieve a long term position in market.
Employees who are engaged has a low risk of turnovers and resignations. Engaged employees are devoted towards their works and organization.
Innovation- An organization who has engaged employees can opt innovation practices easily as there is very low risk of resistance to change.
Competition- An organization with the help of their engaged employees can achieve competitive advantage and grab customer loyalty.
The risk of government interventions and legal battles in the law court shall be minimum as there is very less chances occurrence od scams.
 
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