Career Development and Succession Planning

Career Development and Succession Planning
Human Resources and Training
14-18 October
مكان البرنامج
رسوم البرنامج
3000 $


By the end of the course, 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


  • Putting people first

    • Putting people before numbers

    • People’s wants from their organizations

    • Organizations’ wants

    • 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

  • 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

  • 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 developers

  • 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 counselling 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 individual development plan