Career Development and Succession Planning

Introduction

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.

Day One

Putting People First

• 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

Day Two

The Basics of Career Management and Succession Planning and Managemen

• 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

Day Three

Promoting a Development Culture

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

Day Four

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

Day Five

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

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