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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 .

The Discount

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

Course File

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