Career Development And Succession Planning

Category: Career Development And Succession Planning

Course Description

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.

Objectives

  • 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 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.
  • Prepare individual development plans and manage career choices.

Course Outline

  • Putting People Before the Numbers
  • People ’s Wants from Their Organizations
  • Organizations ’Wants
  • Present Top HR Priorities
  • HR Activities: Traditional Focus versus Career Development Focus
  • Careers Today: The Importance of Development
  • Definition of Career Development
  • Essential Elements in an Integrated Career Development System
  • Definition of Succession Planning
  • Main Aims and Reasons for Establishing a Succession Planning and Management System
  • Organizational Readiness for Change
  • 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 Developers
  • 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
  • Competencies: The Foundation for Career Development
  • Coaching: An Essential Managerial Function
  • Mentoring: A Must Have System for Career Development
  • Career Counselling Services
  • 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