Which reason qualifies as organizational justification for a career development program?

Which reason qualifies as organizational justification for a career development program?

• A. Employee attrition can be reduced
• B. Personnel can be used more effectively
• C. Employees can increase earning power
• D. Employment benefits are increased

Answer: (A)

The assertion that employee attrition can be reduced serves as a valid organizational justification for a career development program because reducing turnover directly impacts the organization's stability and overall performance. High attrition rates can lead to significant costs associated with recruiting, hiring, and training new employees. When employees engage in career development, they are often more satisfied with their jobs and perceive greater opportunities for growth within the organization. This alignment contributes to higher retention rates, which can enhance workforce continuity and preserve institutional knowledge. Additionally, lower attrition can lead to a more experienced workforce, reducing operational disruptions and fostering a culture of loyalty and engagement. This organizational perspective emphasizes the long-term benefits of investing in employee development as a strategy to maintain a skilled, committed workforce, ultimately supporting the organization's goals and reducing the costs associated with high turnover.

The assertion that employee attrition can be reduced serves as a valid organizational justification for a career development program because reducing turnover directly impacts the organization's stability and overall performance. High attrition rates can lead to significant costs associated with recruiting, hiring, and training new employees. When employees engage in career development, they are often more satisfied with their jobs and perceive greater opportunities for growth within the organization. This alignment contributes to higher retention rates, which can enhance workforce continuity and preserve institutional knowledge.

Additionally, lower attrition can lead to a more experienced workforce, reducing operational disruptions and fostering a culture of loyalty and engagement. This organizational perspective emphasizes the long-term benefits of investing in employee development as a strategy to maintain a skilled, committed workforce, ultimately supporting the organization's goals and reducing the costs associated with high turnover.