Training, Development and  a Succession Plan

 Training, Development and  a Succession Plan

1.  Briefly discuss the difference between training and development and how they can affect a performance appraisal.

There are quite a few distinctive differences between training and development. Development is considered the formal education, job experience, relationships, and skill or personality assessments that an individual goes through when preparing to be a better employee (Noe, 2020). Some types of development are focused on the employer’s current job title, but in most cases, development involves learning new skills used in future positions. Employees tend to further their development when preparing for new job placements or when new technology, strategies, and products call for further education in the future. Development is dedicated to the future growth of an employee, while training is driven by the employee’s current performance. Training is beneficial for employees facing immediate challenges because the knowledge in training sessions is taught at a quicker pace (Noe, 2020). Training and development programs allow employees to address their weaknesses and build on their expertise and strengths. Training is more advantageous in a performance appraisal situation because it focuses on improving an employee’s job performance in a shorter amount of time. Most performance appraisals are annual, so an employee is more likely to appear more skilled and improve quicker through training instead of slower-paced development. Another disadvantage of development is that employers do not discuss physical incentives for employee development during appraisals (Noe, 2020). Although both training and development further an employee’s skills, training has more impact on performance appraisal. Hire our assignment writing services in case your assignment is devastating you.

2.  What is the process for developing a succession plan? Also, explain the importance of a succession plan

 There are eight steps in the process of developing a succession plan. The first step of the process is to examine what positions will be discussed in the succession plan (Noe, 2020). Next, the employer should consider which employees they want to include in the planning sessions.

Following that consideration, the process would then advance to the third step, identifying the standards used to evaluate the positions. Fourth, the employer develops a system to help measure employee potential and observe potential candidates. The fifth step is designing the succession planning review process. The HR department and employee managers may choose to conduct a talent review or create an assessment of potential leaders in the company (Noe, 2020). The succession plan and review not only help them promote people but also discusses new tactics to retain high-potential employees for future leadership roles. Human Resource managers also come in handy during the sixth step when companies are ready to discuss their succession planning system and make necessary final decisions on previous phases. The second to last step establishes what feedback employees will be provided (Noe, 2020). To complete the succession planning process, the business should evaluate the entire operation, decide the expected or appropriate outcomes and then identify any possible needed modifications. The process of specifying, assessing, developing, and observing talented employees capable of advancing to better roles is how succession planning ultimately helps organizations produce and retain high-potential leaders in key positions (Noe, 2020).

References

 Noe, R. A. (2020). Employee training and development (8th ed.). McGraw-Hill Education. https://online.vitalsource.com/#/books/9781260140279

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1.  Briefly discuss the difference between training and development and how they can affect a performance appraisal.

Training, Development and a Succession Plan

Your response must be at least 200 words in length.

2.  What is the process for developing a succession plan? Also, explain the importance of a succession plan.

Your response must be at least 200 words in length.

Please keep their number, please own words, and meet the word count. 200-word count