FormatechEdu

Course Outline


Career Development and Succession Planning

Duration

6 Hours

Language

English

Summary

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.

Target Audience

This course will appeal to a wide range of audiences and is intended for Human resources managers, line managers, HR business partners, team leaders and specialists.

Skills Gained

By the end of this workshop, 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

Topics Covered

1.      Putting People First

  • Putting People Before Numbers
  • People’s Wants from Their Organizations
  • Organizations’ Wants
  • Disengagement and The Downward Performance Spiral
  • HR Activities: Traditional Focus Versus Career Development Focus
  • Talent Management
  • Human Capital Positioning

2.      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 With 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
  • Time for Some Motivation
  •  What Is A Career Plan?

3.      Organizational Structure

  • Principles of an effective Organizational Chart
  • Role of HR in the development of Organizational Charts

4.      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

5.      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

6.      Career Development: Tools and Methodologies

  • Competencies: The Foundation for Career Development
  • Competencies Framework
  • Coaching: An Essential Managerial Function
  • Career Counselling Services
  • Career Ladder
  • Job Rotation

7.      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
  • Definition of Succession Planning
  • Why Have A Succession Planning and Management System in Place?
  • Succession Planning Vs. Replacement Planning
  • Tips for Succession Planning
  • Synchronized Processes & Activities => Talent Management

Methodology

The course uses a mix of interactive training techniques such as lectures, case studies, and group activities. The course also presents best practices in the areas of career development and succession planning and invites participants to share their organizational experiences in order to optimize the learning process.