Course Methodology
This course uses interactive training techniques such as lectures, case studies, and group activities. It also presents best practices in career development and succession planning and invites participants to share their organizational experiences to optimize the learning process.
Course Objectives
By the end of the course, participants will be able to:
- Differentiate between traditional HR focus and career-planning-oriented HR focus
- Demonstrate understanding of the basics of career development and succession planning
- Drive organizational readiness for change and promote a development culture
- Identify high potentials and apply key strategies and best practices
- Utilize different career development tools and methodologies
- Prepare individual development plans and manage career choices
Target Audience
Human resources managers, line managers, HR business partners, team leaders and specialists.
Target Competencies
- Career Development
- Succession Planning
- Talent Management
- Planning and organizing
- Goal Setting
- Performance Management
Putting People First
- Putting people before numbers
- People’s wants from their organizations
- Organizations’ wants from their people
- 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
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 IDP
