HRMN 300
Assignment 2
University of Maryland Global Campus
HRMN 300
Training and Development are a key part of a HRM's role in an organization. In an organization where
poor training and development are common, turnover rates increase compared to organizations with
more effective training programs. A survey of new employees across multiple organizations showed
44% of new employees who felt they received poor training planned on leaving within a year, while
those who felt they received good training, only 12% felt they would leave in a year (Chapt 8.1).
Training and development are not only the HRM's responsibility as a means to reduce recruit
workloads. It is however the HRM's responsibility to ensure the company has an effective workforce.
I believe the employees career success is the responsibility of the employee. However the development
and progression largely lies in the hands of management. Someone can work hard, learn new things,
and make attempts to progress, however without the support of management that individual is either
stuck in their current role, or leave the company for a higher paying job with more responsibility. When
we speak of career planning and progression, often employees feel its managements responsibility
Assignment 2
University of Maryland Global Campus
HRMN 300
Training and Development are a key part of a HRM's role in an organization. In an organization where
poor training and development are common, turnover rates increase compared to organizations with
more effective training programs. A survey of new employees across multiple organizations showed
44% of new employees who felt they received poor training planned on leaving within a year, while
those who felt they received good training, only 12% felt they would leave in a year (Chapt 8.1).
Training and development are not only the HRM's responsibility as a means to reduce recruit
workloads. It is however the HRM's responsibility to ensure the company has an effective workforce.
I believe the employees career success is the responsibility of the employee. However the development
and progression largely lies in the hands of management. Someone can work hard, learn new things,
and make attempts to progress, however without the support of management that individual is either
stuck in their current role, or leave the company for a higher paying job with more responsibility. When
we speak of career planning and progression, often employees feel its managements responsibility
