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Career Development and Succession Planning
DATE
2024-06-17;
LOCATION
To Be Determined;
Why Attend?
60% of organizations have no process for succession planning. This interactive course will enable you to consider the latest methodologies and strategies related to successful engagement, career development and succession planning. The course is also designed to provide tips to create a clear career path and help build your bench. In addition, it will help you plan a succession strategy for a flexible and sustainable business.
Course Objectives
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This Course Objective Hasn't Been Provided Yet
Target Audience
Human resources managers, line managers, HR business partners, team leaders and specialists.
- Putting people first
- Putting people before numbers
- People’s wants from their organizations
- Organizations’ wants
- The war for talent
- Today's top priorities in HR
- Disengagement and the downward performance spiral
- People based strategy
- HR activities: traditional focus versus career development focus
- The basics of career management and succession planning and management
- 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 developees
- Identifying high potentials
- Key positions
- High potentials and high professionals
- Assessing individual potential
- Best practices to improve the management of high potentials
- 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
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