inside of organizations, including, e.g., career development, training,organization development, etc. There is a long-standing argument about where HR-relatedfunctions should be organized into large organizations, e.g., "should HRbe in the Organization Development department or the other wayaround?" The HRM function and HRD profession have undergonetremendous change over the past 20-30 years. Many years ago, largeorganizations looked to the "Personnel Department," mostly to managethe paperwork around hiring and paying people. More recently,organizations consider the "HR Department" as playing a major role instaffing, training and helping to manage people so that people and theorganization are performing at maximum capability in a highly fulfillingmanner.After you have invested considerable time and money recruitingand training your employees, you must now determine how to makesure those valuable employees are productive and get them to remainloyal to your firm. Retention of employees is essential to maintainclient relationships and keep recruiting and training costs in line.Losing an experienced employee almost always results in significantcosts to your firm. The keys to employee satisfaction and retention arefounded on strong leadership and sound management practices. If youcan master these arts, you should have happy, loyal employees andclients, resulting in growth, profits and personal gratification. Thisarticle will discuss key factors in motivating and retaining good people.