Overview: Undesirable employee turnover continues to be an unwelcome specter to organizational viability. The loss of valuable, or potentially valuable, employees harms a business's bottom line. Employers should invest in employee training and development through a number of initiatives that help hone employee performance and improve employee retention. These initiatives should include comprehensive training programs, varied career development options and effective performance appraisal systems.
Employee motivation drives employee engagement, which in turn drives employee development. Organizations should renew focus on nurturing employee growth, especially by tapping into the various competencies and talents that make diverse employees succeed.
Trends: Given current economic conditions, many employees, supervisors and managers have had to develop different competencies and areas of expertise in order to: (i) accomplish organizational goals in a downsized workplace; or (ii) remain attractive and in demand in a competitive marketplace.
Author: Marta Moakley, JD, Legal Editor
Updated to include detailed information on the forthcoming state Act to Establish Pay Equity, which strengthens existing equal pay laws.
Enhanced to improve the comprehensiveness, organization and scope of coverage.
Updated to reflect forthcoming law granting employees the right to inspect their personnel files.
Updated to reflect the DOL's new FLSA regulations, effective December 1, 2016.
Updated to include information on performance appraisal requirements under the New York City Grocery Worker Retention Act, effective May 8, 2016.
Updated to reflect amendments to regulations addressing sexual harassment prevention training for supervisors, effective April 1, 2016.
Updated to reflect amendments to sexual harassment prevention training requirements.
This section of the XpertHR Best Practice Manual explains the benefits of implementing an employee recognition program and guides employers on how to design a day-to-day, informal or formal program and process.
HR guidance on the legal risks and benefits of employee training and development. Support on fully developing workers through means such as training.