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Objectives

• Upon Completion of the Course, Participants will be able to:
  • Understand the basics of career development and succession planning.
  • Distinguish succession planning and management from replacement planning, talent management, and human capital management.
  • Compare traditional and career planning-oriented HR focus.
  • Explain employee and employer career development roles.
  • Examine innovative corporate career development initiatives.
  • Close the developmental gap by operating and evaluating a succession planning and management program.
  • Set life and career goals
  • Create personal development plans
  • Take ownership of their own development
  • Assess all the relevant information and make plans accordingly
  • Plan adaptation of competencies to meet changing business needs
  • Prepare individual development plans.
  • Understand how career development and succession planning can foster employee commitment.
  • understand tools and approaches available for career and skills development
  • Manage career choices.

The Delegates

Those involved in designing, setting up or controlling career development systems; also, line managers who are involved in, or accountable for, the career development of their staff.

The Contents

·         Putting People First : What Does It Mean to Put People First? What People Want from Their Organizations? Present Top HR Priorities . HR Activities: Traditional Focus versus Career Development Focus . ·         The Basics of Career Management and Succession Planning and Management : Careers Today: The Importance of Development What Is Career Development? Essential Elements in an Integrated Career Development System What Is Succession Planning? Is It any Different from Replacement Planning? Main Aims and Reasons for Establishing a Succession Planning and Management System Is Your Organization Ready for the Change? ·         Promoting a Development Culture Characteristics of a Development Culture Career Development as a Change Agent Roles and Responsibilities in a Development Culture ·         Identifying High Potentials 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 Coaching Mentoring ·         Define career goals                   Have a clearer perspective about what you want Define career success for yourself Determine your career-life needs Set personal life-work goals ·         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)

 

• Focus on the Environment

• • Understand the changing world of work
  • What does the future job market hold?
  • Achieve career resilience

• Focus on the Organization

• • Gain a clearer insight of the corporate world
  • Understand the changing workplace
  • Determine the organization’s strategy
  • Establish the organization’s competency requirements
  • Plot potential career paths
  • What is a jobless company?

• Manage your career

• • Create a strategic career plan
  • Create a life plan, development plan, performance plan, marketing plan

• Course assesment .

Notes:

• Great Discount for companies and governmental Organizations .
• All programs are held in five star hotels .
• All lecturers have sufficient knowledge and experience to implement the programs at an optimal level .
• Large package of services is offered to the participants .

The Discount

0% in case of Three P. (or more)