Learning and Development
When used in an HR context, the term “training” means providing skills necessary to accomplish an individual’s current job role. On the other hand, “development” provides skills necessary for a future role within the organization.
Meaningful for all organizations but particularly so for those choosing a “hire-for-fit” strategy, training becomes central to the successful onboarding and performance of each employee. Longer-term career and succession planning assist the organization in making sure it has the leaders and future occupants of critical positions it needs well-prepared and ready to make contributions to the organization’s success on day one. Determining whether the organization is going to choose a buy versus build approach plays an extremely important role in how well it will succeed or not.
Succession planning is not just for the C-Suite at the top of an organization, but for all positions critical to the continuing success of the organization.
While succession planning is most frequently discussed in the context of leadership positions at the very top of the organization, it is also important for any critical position in which the knowledge and skills of the individual cannot be provided by others from within. These positions can range from an IT programmer or project engineer to a salesperson or executive assistant — anyone who provides skills or intellectual capital that has not been transferred to others in the event this critical individual departs.
Kushner & Company makes the succession planning process easier to define and execute.