• Identify the types of training and development needed to attract, retain, and develop talent.• Identify skill needs critical to organizational success and meeting business strategy. • Develop a plan to connect training and development to business strategy that is understood by employees at all levels and their customers, and ensure that senior leadership publicly supports training and development (Noe, 2013) Skills gaps: current company conditions of the workforce. In 2014 Emera Maine was formed by the merger of Bangor Hydro Electric and Maine Public Service, during the period before and after the merger there was a concentrated effort to align as many business practices as possible. This activity resulted in numerous changes in how employees performed their jobs, positions were consolidated, and procedures were modified. Additionally, some key employees have left the company for new opportunities, leaving gaps in the workforce. The effects of these changes remain today and, as discussed in Noe (2013), the loss of key employees causes delays or hinders an organization's ability to undertake projects or new tasks. At Emera Maine we continued to move forward with few adjustments