essage seriously. The implication is that in job markets that are very tight (a sellers' market), workers are beginning to demand excellent training and career development as a benefit of employment. Increasingly, workers cite career development opportunities (or the absence thereof) as a primary determinant of their decision to stay with (or leave) their current employer.Major studies recently released by Aon Consulting, William M. Mercer, and the Hay Group all point to the same conclusion. The authors of the Hay study analyzed responses from half a million employees in more than 300 large organizations. Their results show 'that despite the common wisdom and feelings about job security and high workload lead people out the door, there is virtually no difference in the ratings on these items given by the committed group and the group that says it is likely to leave." Although many people finding new jobs in the current tight labor market do report receiving higher pay, pay is not one of the top three or four distinguishing factors between the groups--though it is important.The Hay study reports that favorable responses to the following questions are strongly related to an employee's commitment to stay with his or her current employer:1. How would you rate your overall satisfaction with your company at the present time? 2. Overall, how would you rate the company as a place to work? 3. Do you have a chance to learn new skills and develop new talents? 4. How would you rate the company on treating you with respect as an individual? 5. How would you rate the company on overall compensation? 6. Overall, how satisfied are you in your job? 7. When things go well in your job, how often are your contributions recognized? 8. How would you rate the company on the ability of top management? 9. How would you rate the company on providing training so that you can handle your present job properly? 10. How well does your supervisor let you know what...
