IntroductionThe purpose of the literature review is to provide information on the importance of workforce development programs and how motivation theories relate to development and staff retention. Workforce development is an essential component linked to organizational success. Previous research has shown that employees who are offered opportunities for professional growth and advancement have longer tenure with an employer due to job satisfaction and motivation (Gaffney, 2005). Workforce development programs benefit both the employee and the employer. The employee benefits from continuous learning opportunities that guarantee professional growth; the employer experiences lower turnover rates, an increased pool of high-potential employees qualified to transition into management positions, and achieve organizational goals (Gaffney, 2005). Also provided is an overview of the financial status of the Pueblo City-County Health Department (PCCHD), as well as costs related to workforce turnover and development. Definition The following definitions are provided for better understanding of the terminology used in the study. Job Enrichment: Assigning an employee new tasks or tasks that are challenging and provide a learning opportunity (Bogardus, 2009). Job satisfaction: An employee's attitude toward a job (Robbins & Coulter, 2007). Motivation: A person's efforts and/or behaviors that drive performance (Aguinis, 2009). Performance Management: A continuous process of evaluating an employee's performance (Aguinis, 2009). Retention: Retaining a sufficient number of qualified employees in an organization (Heneman & Judge, 2009). Turnover: “Voluntary and involuntary permanent withdrawal from an organization...... middle of paper...... Employee exit interviews. Employee exit interviews. Pueblo, CO. Robbins, S., & Coulter, M. (2007). Management. Upper Saddle River, NJ: Pearson Prentice Hall.Sachau, D. (2007). Resurrecting motivation-hygiene theory: Herzberg and the positive psychology movement. Human Resource Development Review, 6(4), 377-393. Retrieved July 31, 2011 from ABI/INFORM Global. (Document ID: 1411469331).US Census Bureau. (2006). Selected characteristics of baby boomers aged 42 to 60 in 2006. Retrieved from www.census.gov/population/www/.../age/2006%20Baby%20Boomers.pptWheelen, T.L., & Hunger, J.D., ( 2008). Strategic management and corporate policy. Upper Saddle River, NJ: Pearson Prentice Hall. Yazinski, S. K. (2009). Strategies to retain employees and minimize turnover. Retrieved from http://hr.blr.com/whitepapers/Staffing-Training/Employee-Turnover/Str