I need an original answer for this question.
In a world of fast-paced decisions, high-employee turnover, and employees feeling like they must "jump ship" to increase salaries substantially, do you believe most companies develop systems that invest in their employees' career management? Why, or why not? Give a specific example to support your discussion and address ways in which training programs can help reduce the turnover problem.
I do not think this is true of any but the largest of businesses. Small businesses, the majority of the business world, have neither the resources, nor the time to spend managing their employees' careers. Looking at the turnover rates at mega companies like Walmart, this might also be true in companies with mostly low paying wages or retail sales. In these companies, succession may be part of the ...
This solution provides a discussion regarding systems that companies might develop to invest in their employees' careers.