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Career Development & Succession Planning Course

Change is a hallmark of today’s business world. In particular, our workforce is constantly changing – people come and go, and move into new roles within the company. Succession planning can help you make the most of that change by ensuring that when someone leaves, there is someone new to take their place. This one-day course will teach you the basics about creating and maintaining a succession plan.

Course Objectives:

By the end of the course, participants will be able to:

  • Demonstrate understanding of the basics of career development and succession
  • Distinguish succession planning and management from replacement planning, talent management and human capital
  • Compare traditional HR focus with career planning oriented HR
  • Explain the role of employee and employer in career
  • Apply innovative corporate career development
  • Evaluate and operate an effective succession planning program to close the developmental gaps in the
  • Prepare individual development plans and manage career

Who Should Attend?

Human resources   managers, line managers, HR business partners, team  leaders  and  specialists.

Course Outline:

PUTTING PEOPLE FIRST

  • Putting people before numbers
  • People’s wants from their
  • Organizations’
  • The war for talent
  • Today’s top priorities in HR
  • Disengagement and the downward performance spiral
  • People based
  • HR activities: traditional focus versus career development focus

THE BASICS OF CAREER MANAGEMENT AND SUCCESSION PLANNING AND MANAGEM

  • Careers today: the importance of development
  • Definition of career development
  • The career development process and links to HR
  • Essential elements in an integrated career development system
  • Definition of succession planning
  • Main aims and reasons for establishing a succession planning and management system
  • Distinguishing succession planning from replacement planning

ORGANIZATIONAL READINESS FOR CHANGE

  • Promoting a development culture
  • Characteristics of a development culture
  • Career development as a change agent
  • Roles and responsibilities in a development culture
  • Role of human resources
  • Role of line managers
  • Role of top management
  • Role of developers

IDENTIFYING HIGH POTENTIALS

  • Key positions
  • High potentials and high professionals
  • Assessing individual potential
  • Best practices to improve the management of high
  • Qualities of processes to spot, develop, and retain high potentials.

CAREER DEVELOPMENT: TOOLS AND METHODOLOGIES

  • Competencies: the foundation for career development
  • Competencies framework
  • Coaching: an essential managerial function
  • Mentoring: a must have system for career development
  • Career counseling services

DEVELOPING INTERNAL SUCCESSORS

  • Making the business case for succession planning and management
  • Starting the systematic succession planning and management program
  • Refining the program
  • Assessing present work requirements and individual job performance
  • Assessing future work requirements and individual potential
  • Closing the development gap: the Individual Development Plan (IDP)
  • Designing the individual development plan

For more details Call : +97143148500