Discuss the difference between training and development.  Provide examples in which an organization would engage in training and when it would engage in development.  In those examples, consider the aspects of strategic talent management which we've discussed thus far including recruitment/selection processes, satisfaction, retention, and succession planning: Can a skill/characteristic be trained or developed? Or should a new hire already have it? How can training and/or development be used for job satisfaction and retention? How does development assist in strategic planning and/or succession planning processes?

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