Quick answer to immediate need

RH

Long-term commitment

SP

Like the stock market.

Developing individuals

SP

To grow and mentor them toward new opportunities.

Based on current job descriptions

RH

Usually described by incumbent and immediate supervisor.

Based on new directions and expanded responsibilities to the job description

SP

The job description can be developed by multiple resources and with input from a variety of sources.

Uses input from the incumbent and supervisor

RH

Uses input from multiple perspectives and resources

SP

May offer advancement within the organization as a reward or result of seniority

RH

For example, receiving promotion to team lead based on having the most seniority of anyone else on the team.

Considers whether right person is in the right role and merits advancement

SP

People are not promoted based on the amount of time spent in a particular role or organization.

Addresses developmental needs of an individual to ensure success in current and future roles

SP

Is integrated with recruiting, training development, and diversity factors

SP

Must usually be done quickly and is not consistently coordinated with other human resources activities

RH

Can lead to finding the best person available at the moment

RH

Often means a warm body in the right seat.

Focuses on the best candidate for the position

SP

Is more time consuming and costly, but with far greater benefits.