Training and career development

          It is often said by those in leadership within large organizations that, “the only thing constant around here is change!” Continuous change in organizations is certainly one of the most challenging aspects managers face. These vibrant and dynamic work environments create significant challenges for training employees — especially when job tasks/responsibilities frequently change. What are some specific ways to identify training requirements when job responsibilities become a moving target? What is the difference between training and career development? Of these two concepts, which is more likely to increase retention in an organization? Why?