Training is any kind of planned activity which tries to modify skills, knowledge, as well as learning experiences. In training personnel is required as well as variety reasons including a need to maintain level of competence as well as responding the demand changing and new approaches as well as technologies. Training itself is not said to be solved structurally, organizational as well as problem within an organization. However, supportive supervision is required and be used as a motivational strategy as a way of enabling performance improvement derived from training.
One of the first design that in training involves an assessment of the training needs which compromise observing workers when performing their normal duties, interviewing workers and other staffs , studying performances along with job description as well as identifying a certain problem in the training sectors.
Nearly every individual is able to recognize values as well as benefits of workforce training. When training is done properly it makes more workers efficient as well as increasing a number of workers, increasing revenue and profits while decreasing the costs and the inefficiencies. There are steps that are required to be carried on so that one has a master plan. Plans may be in the house professional administrative as well as recreation or planning staff members. If a certain government does not have in housing staff expertise may contract the services of private consulting firm. Engaging stakeholders is a fundamental part of master planning process which should be documented into all steps of the master planning process.
Succession planning is focused on keeping talents on and the pipeline and a process of preparation. All organizations are in a position to benefit from the benefits of identifying some rules of identifying a very important job knowledge, skills as well as social relationship at the organizational practices and passing the knowledge from one generation to the other. Certain business leaders as well as HR experts have believe that succession planning is a complicated practice and process which is restricted to the largest firms as well as departments of most sophisticated organizational developments. In addition we can say that succession planning can be of greater impacts values as well as smaller organizations as fewer resources which cannot be available for knowledge management activities.
However succession planning is not a sensitive issue according many organizations they do not take seriously or address in a certain systematic manner. Since there are nonprofits which are small and because which may be experiencing by facing a number of challenges which makes them thinks on what happens to the services would happen to the services of the ability of fulfilling their set mission. The other main reason why succession planning is the changing of the planned realities of the workplace. With the careful management, planning as well as preparation of organizational management such as changes which results from a certain generational transfer of the ongoing changes which occur regularly when a certain employee moves from a certain organization.
Planning will be planning will be in different organization both in smaller as well as large have some sorts of succession plan. Effective succession planning supports organizational sustainability as well as stability. Succession planning is a component of good HR management and planning acknowledges that staffs will not be an organization it provides a process and a plan for addressing changes will occur when leaving. Most succession planning focuses on the most managers executive directors in which all the key positions should be included in the planning. When resources as well as size gives permission on a succession plan is supposed to involve nurturing of talents as well as developing employees in within the organization. Employees who seem to have knowledge, qualities as well as skills have a desire to be groomed so that they become better employees and be able to fill a number of positions as well as duties in the organization.
Managers and organization administrators are supposed to develop as well as implement strategic training plans which will enable junior organization staffs to fill the key positions in the organization. Many managers and bosses are in the process of developing succession plan without linking the junior staff or other members of the staff in the organization into a strategic training succession plans and management cannot efficiently and effectively in analyzing skill sets and monitor the processes so as to ensure accountabilities in the human resources. In my recommendations I recommend that mandate for succession planning needs managers in linking a succession in leaning and training and strategic plans. Strategic workforce must be develop so as to ensure that human capital library is aligned with its programmed as well as current goals so as to act as a masterpiece so as to change the initiative present as a way of transforming the present library so as to provide adequate resources for training and b able to achieve the leaders succession plans.
The main key strategy of positioning the library is the prepared as well as planned integrated approach which will be able to solve the problem of succession training and meeting the burgeoning demands. The methodology used included interviewing the deputy librarian, service unit manager as well as chief of staffs and assessing the planning succession progress. Additionally we conducted a library survey and the survey was carried in accordance to the Government Auditing Standards.
References
Ibarra, P. (2005). Succession planning. Public Management, 87(1), 18-24.
