An Examination on the Impact of Training and Development Practices on Employees and Employee Turnover amongst the Millennial Generation Working in Organisations in Ireland

Purpose The aim of this research study is to examine the impact of training and development on employees and employee turnover amongst the millennial generation working in organisations in Ireland. Design/methodology/approach A mixed methods approach was undertaken primarily focused on quantitative data analysis. A survey was used from a previous dissertation relating to a similar study including 25 multiple choice questions and 3 open-ended questions. These open-ended questions were classed as qualitative analysis. A convenience sampling technique was used in order to include a large number of millennial employees. Findings It was found that training and development is of significant importance to employee’s part of the millennial generation. There were a number of small differences identified between separate age groups part of the millennial generation in regards to salary and benefits and organisational support. There is a strong relationship between training and development and other practices such as salary and benefits, organisational support, organisational satisfaction, and flexible work-life balance. Half of all respondents were intending on leaving their current organisation and training and development along with interaction and job variety was of significant importance to millennials. Practical implications Due to the high turnover rates of employees working in organisations in Ireland, employers may wish to put more thought into their training and development procedures by combining them with other practices such as salary and benefits, organisational support, organisational satisfaction, and flexible work-life balance along with more interaction and variety in the training and development process to make it more effective and improve retention among their staff