A factory is made up of many moving parts that sometimes make it difficult to keep up. People need proper training when they are in a manufacturing facility, otherwise they run the risk of injury. I work for wind turbine manufacturer Vestas and we take pride in providing employees with the right training. Employee turnover can be a consequence of lack of training. In this article I want to discuss the philosophical shift that has taken place in my workplace since I started. In the beginning, our People and Culture department took great pride in seeking and finding overqualified candidates to staff the new factory. The original workforce consisted of everything from skilled electricians to airline mechanics, many of the people had college degrees. Great expenses have been spent in the process of hiring all these highly qualified employees. Less attention was paid to the caliber of employees during the start of the second shift. Temporary employees with less qualified experience were hired to save money, but in reality I believe this resulted in higher expenses and ultimately higher turnover. I was talking to a colleague the other day and the topic of turnover came up. We started counting all the different people we knew had resigned or been fired. We took the time to count those of our original classes who were no longer at the factory versus those of the temporary workers. The numbers were staggering. That conversation got me thinking about what might be the contributing factor to all these people leaving the company. These were people, albeit temporary, who were offered fully paid health benefits at a time when such benefits are difficult to obtain. If they hadn't been... half the paper... This quarter has been challenging for me, but fortunately I was able to connect with the content of the course material and apply it to my professional life. Psychology is sometimes an imitative subject, but the fact that it was based on an organizational format made it more recognizable. Thank you for understanding my different points of view, which sometimes makes people question me. I will apply the material and strategies I have learned to my future career. Thanks again for a great course and good luck in the future. Bibliography Herman, R. (1997). Reduce costly employee turnover. HR Focus, 74(6), 15.Lawson, H. (2010). Reduce employee turnover in your lab. Labtalk, 38(23G), 38Palmer, W.W., & Dean, C.C. (1973). Increase employee productivity and reduce turnover. Training and development journal, 27(3), 52.