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f culture will let companies to make the very significant rise from training to development. Somewhat than viewing training as an entity in and of itself, training becomes one part of employee development that works in combination with such things as career planning, mentoring, performance review, and proficiency monitoring. Mangers have to also recognize employee growth and their function in helping workers set up and accomplishes their goals. Managers can be lethal to individual achievement if they are not invested in the civilization of building human assets. Moreover, workers have to start and uphold their own achievement. Employers can assist them along the way, but they must utilize that empowerment to produce and expand. (Cappelli, 2000)

Conclusions and Recommendations 结论和建议
The entire of the study aims for this research were achieved through a widespread evaluation of present literature and an assessment of a qualitative and a quantitative work, the responsibility and significance of worker growth agenda were displayed. A mixture of the two studies shows the implication of growth opportunities on employee retention, whereas this shows the worth of employee growth for business achievement. This part will provide an impression of how each of the objectives was approached, followed by suggestions for future research. (Cheng and Brown, 1998)

Review of Employee Development Programs 员工发展计划回顾
Throughout the literature review, the history of worker development programs was exposed. Employee development is not a novel theory. It has been there ever since the 1920s and carries on to progress and increase over time. The ebb and flow of the job market play a vital responsibility in employee growth programs. Throughout times of low joblessness they tend to centre on contribution workers reasons to stay with a business. Throughout times of downsizing and reformation, they are inclined to bend toward profession development and helping people remain profitable. Further lately, the concepts of work protection and career-long faithfulness to a business have conceded. Communities no more plan to go off with the business that offers them their first work. Consequently, companies can no more anticipate preparing their workers to lift up the business ladder. They are better off helping people observe their goals and exercises ways to attain those goals. Eventually, employee development programs will persist to alter over time. At the moment some of the trends are shared universities and technology-based knowledge, but they could rapidly alter as the requirements and needs of the job market transform. The key position about the past of employee development programs is that they have existed for an extended time and have to carry on surviving if employers value their employees. (Cheng and Brown, 1998)

Responsibility of Employee Development in Retention and Satisfaction 员工发展中的保留与满意度
Employee development programs evidently take part in an important responsibility in employee approval, which helps guide to employee retention. The Gallup research shows an obvious association among preparation and job agreement. While people obtain pertinent and priceless training, they are normally happier in their jobs. When that training is approved to the subsequent level and becomes general development, employees are likely to sense even further appreciated by their employers. They are not just give