Training and Development

This article discusses the difference between training and development, the process of developing a succession plan, and the importance of succession planning for organizations. It covers the basis of training and development, the effect of training and development on performance appraisal, and the steps involved in developing a succession plan. The article also highlights the significance of succession planning for organizations.

Running Head: TRAINING AND DEVELOPMENT 0
Training and development

TRAINING AND DEVELOPMENT 1
Answer 1-
Difference between Training and development
Basis Training Development
1. Meaning It is a process of learning by
which employees enhance
their skills, competency and
knowledge to handle different
tasks (Kozlowski & Salas,
2009).
It is an educational process
that is concerned with growth
of the employees overall. In
this, employees of the
organization learn and then
grow (Kozlowski & Salas,
2009).
2. Objective To helps the employees in
increasing their knowledge
and skills so that they can
handle the specific jobs in the
company.
To provide employees a
general understanding of the
processes of the company so
that they can meet the future
challenges of the organization.
3. Number of people
involved
Group of people One person
4. Time duration Short term Long term
5. Motivation Trainer is appointed to provide
motivation
Self-motivation
Effect of Training and development on performance appraisal
Training and development improves the performance of the employees. Training helps
the employees in enhancing their skills and knowledge that help them in moving to higher
position quickly. As soon as they are trained, their efficiency increases which gives positive
result on their performance. Training and development develops the appraisal of the employees
as they learned new methods and skills by increasing their knowledge.
Answer 2-
Process of developing a Succession Plan
Step 1- Identifying critical position: In this step, current or future key positions are
identifies which can be occurred through retirement and promotion.
Step 2: Identify capabilities for key positions- In this step skills, knowledge and abilities
are identified that are needed to achieve the goals of business. After identifying needed skills, all

TRAINING AND DEVELOPMENT 2
those employees are selected who are suitable for the job. After that, employees are informed
about key positions and necessary abilities.
Step 3: Identified interested employees and assess them against capabilities: at this stage,
organization finds out the interested employees who have the potential to fill these positions.
Step 4: Develop and implement knowledge and succession transfer plans: after knowing
capabilities of the employees, organization makes strategies for training, development and the
transmission of shared knowledge into succession planning.
Step 5: Evaluating effectiveness- at the end, organization ensures these things: succession
plan for all the positions are developed, new employees are performing their key positions
effectively and key positions filled quickly.
Importance of succession planning
Succession planning is significant for the continuous success of the business in
identifying and developing the talent that will help the organization in fulfilling the acute roles in
the future or at the time of crisis. Now a day, every organization focus on succession planning to
ensure that it will have leaders for the future (Apsco, 2018). It helps the organization in
identifying the job vacancies that can occur through promotion or retirement. Succession
planning is important for organization to work smoothly in spite of losing talented employees
who are performing key roles in the organization.

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References
Ang, A. (2017). Why is Succession Planning Important?. Retrieved from:
https://prosky.co/talkingtalent/articles/why-is-succession-planning-important
APSCo. (2017). The Importance of Succession Planning. Retrieved from:
http://www.apsco.org/article/the-importance-of-succession-planning-3069.aspx
GNB. (2018). Succession Planning - A 5 Step process. Retrieved from:
http://www2.gnb.ca/content/gnb/en/departments/treasury_board/human_resources/
content/career_development/content/succession_planning/five_step_process.html
Kozlowski, S.W., and Salas, E. (2009). Learning, Training, and Development in Organizations.
Australia: Taylor & Francis.