1. The main difference between training and employee development is that training helps employees learn skills that will be helpful in current jobs and employee development helps employees learn skills that will be helpful in future jobs.
2. Employee development is not as critical as in the past because most employees have higher levels of education than ten years ago.
3. Organizations using the Bargain Laborer strategy are unlikely to invest heavily in employees’ long-term development.
4. Formal education does not offer an employee or employer a competitive advantage because so many current and prospective employees are already highly competitive.
5. An organization with a Committed Expert HR strategy must have more extensive development programs so that employees do not feel compelled to leave in order to learn, grow and advance in their careers.
6. Employee development is equally important for firms with differentiation and cost strategies.
7. Organizations pursuing a differentiation strategy are mostly concerned with controlling costs and offering a competitive advantage by offering superior service or products.
8. Career patterns for the 21st century are likely to include lateral as well as hierarchical movement within a company, along with movements from company to company.
9. The Protean career provides for greater emphasis on professional commitment than organizational commitment.
10. The Protean career increasingly emphasizes financial success given that most employees must provide for their own retirement savings.