This course fulfills the need of participants with the requirement of tools for succession planning via effective analysis and management programs. This training program has been planned out keeping in mind both the traditional and up to the minute trends and requirements of the given field. This makes the course an ideal learning opportunity for all of its participants. Please make a note that a custom proposal can also be acquired, if you have different training requirements for your team.

 

Course Objectives:

As this program will be completed, you will have the ability to:

  • Display understanding of the essentials of career development and succession planning
  • Differentiate succession planning and management from talent management, human capital management and replacement planning
  • Contrast traditional and career-planning-oriented HR focus
  • Explain employee and employer career development roles
  • Examine pioneering corporate career development initiatives
  • Diminish or eliminate the developmental gap by operating and evaluating a succession planning and management program
  • Prepare individual development plans and manage career choices

 

Course Outline:

Putting People First

  • People’s Wants from Their Organizations
  • Organizations’ Wants
  • Putting People Before Numbers
  • Present Top HR Priorities
  • HR Activities: Conventional Focus versus Career Development Focus

Fundamentals of Career Management and Succession Planning and Management

  • Definition of Succession Planning
  • Organizational Readiness for Change
  • Careers Today: The Significance of Development
  • Meaning of Career Development
  • Essential Elements in an Integrated Career Development System
  • Main Aims and Reasons for Establishing a Succession Planning and Management System

Promoting a Development Culture

  • Characteristics of a Development Culture
  • Career Development as a Change Agent
  • Roles and Responsibilities in a Development Culture
  • Function of Human Resources
    •Role of Line Managers
    •Function of Top Management
    •Role of Developers

Career Development: Tools and Methodologies

  • Competencies: The Foundation for Career Development
  • Coaching: An Essential Managerial Function
  • Mentoring: A Must Have System for Career Development
  • Career Counseling Services

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

Developing Internal Successors

  • Making the Business Case for Succession Planning and Management
  • Crafting the Individual Development Plan
  • Initiating the Systematic Succession Planning and Management Program
  • Creation and Redefining of 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)

 

Who is it for?

This course is ideal for those people who are involved in designing, setting up or controlling career development systems; furthermore, it is for line managers who are involved in, or accountable for, the career development of their employees.

Course Curriculum

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PRIVATE COURSE
  • PRIVATE
  • 10 Days
0 STUDENTS ENROLLED
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