Summary of the T&D impact on different age groups and turnover
| Age group | Positive Impact of T&D | Negative Impact of T&D |
|---|---|---|
| Younger Employees (<25) | Improves skills, engagement, career prospects; supports mentoring and career planning | Increases marketability and risk of voluntary turnover if training intensity is high |
| Older Employees (50+) | Enhances loyalty, knowledge transfer, and adaptability to new technologies | Complex training may reduce retention benefits; adaptation challenges and high costs possible |
| Employee Turnover (Overall) | Well-designed T&D reduces turnover, strengthens cohesion, and fosters retention when integrated with HR policies | Misaligned or overly intensive T&D may increase turnover, especially among younger employees |
| Age group | Positive Impact of T&D | Negative Impact of T&D |
|---|---|---|
| Improves skills, engagement, career prospects; supports mentoring and career planning | Increases marketability and risk of voluntary turnover if training intensity is high | |
| Enhances loyalty, knowledge transfer, and adaptability to new technologies | Complex training may reduce retention benefits; adaptation challenges and high costs possible | |
| Well-designed T&D reduces turnover, strengthens cohesion, and fosters retention when integrated with HR policies | Misaligned or overly intensive T&D may increase turnover, especially among younger employees |
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