Talent developmentOrganisations have been affected by the recent economic crisis. Consumers have been negatively affected, which ultimately impacts organizations. People are holding onto their money tighter than ever. They are not spending as much, which has led to lower profits for organizations. Nonprofit organizations suffer from budget cuts that negatively impact them as well. Due to the economic crisis, talent development has become more important. “Leadership development has become increasingly important and is an emerging trend for organizations in response to the increased competitiveness of organizations” (Tonvongva, 2013, p 36). More and more organizations are deciding to train and develop their employees. Internal employee development eliminates or diminishes the need to hire external candidates. Talent development can save the organization money and also boost morale. There are two types of interventions used to develop talent; these interventions are the career development intervention and the leadership development intervention. Career Development Intervention Career development intervention is designed to “help recruit and retain qualified and competent workers” (Cummings, 2009). Career development intervention helps people within an organization plan their career goals. Career planning is also involved in career development intervention. Career planning is really about creating an outline or map of where the employee wants to go. It is tailored specifically to that individual. It is determined by that person's interests, values ​​and abilities. The development part of the Career Development Intervention consists of developing an action plan to achieve the career goals set in...... middle of the document ...... there are the Intervention for leadership development and Career Development Intervention. Career development intervention develops the knowledge and skills that employees believe are best suited for their desired career path. The leadership development intervention focuses on the skills and knowledge that the organization will need to manage and make decisions in the future. However, they are both designed to help employees gain knowledge and progress in their careers. Works Cited Cummings, T. G., & Worley, C. G. (2009). Organizational development and change (9th ed.). Australia: South-Western/Cengage Learning.Tonvongva, S. (2013). IMPACT OF TRANSFORMATIONAL LEADERSHIP DEVELOPMENT THROUGH AN ORGANIZATIONAL DEVELOPMENT INTERVENTION ON EMPLOYEE ENGAGEMENT AND CORPORATE PERFORMANCE: A CASE STUDY. Social Research Reports, 25, p 34-49. Retrieved April 1, 2014 from SocINDEX database.