in the Pobst article, I would use Talent Development to meet the knowledge worker shortage challenges and offer this as a solution strategy. Each talent management strategy provides great tools that can benefit any organization; investing in your current employees is essential. According to the article, investing in staff is far less expensive than replacing them, which is estimated to cost about one and a half years of departing staffer's annual salary (Pobst, 2014). When you strategically invest in workers, you attract and retain all the best applicants. You also develop a healthy working culture that is not afraid of creativity, transition, disappointment, and success. There are several ways an employer can develop talents for their employees. One way is to assign stretch assignments. Allowing an employee to be a part of an assignment that would help build a skill or give them visibility within another department. If employees are stagnant in their roles and completing their day to day tasks, they are missing out on skills and resources that they could be obtaining to improve their skillsets and knowledge. That could mean cross-unit projects, job rotations, publications, patents (Pobst, 2014). Training development opportunities are essential to the continued growth and success of employees. They are also crucial to ensuring their retention and growth. Companies should be innovative in offering a range of incentives for employee growth. Every year, the incentives you have to train and grow your employees should be expanding