Career Development and Succession Planning


Course Objectives

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

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

المواعيد المتاحة

فلوريدا
من 02-12-2024    الى 06-12-2024